Cazenovia College 2015 Employee Handbook

CAZENOVIA COLLEGE
EMPLOYEE HANDBOOK
Revised for September 2015
Cazenovia College Employee Handbook
CAZENOVIA COLLEGE EMPLOYEE HANDBOOK

TABLE OF CONTENTS
INTRODUCTION
About Cazenovia College
Mission Statement
Vision Statement
Core Values
Governance
Categories of Employment
Types of Appointments
Conditions of Employment
Background Checks
Employment at Will
Orientation of New Employees
Working Conditions
Supervisory Responsibilities
Employee Responsibilities
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INSTITUTIONAL POLICIES/CODE OF CONDUCT

Anti-Discrimination and Anti-Harassment Policy
Complaint Process
Consensual Relationships
Policy Against Retaliation
Sex Discrimination, Sexual Harassment & Sexual Misconduct
Title IX Coordinator
Option for Assistance
Interim Measures/Accommodations
Investigation Procedures
Equal Employment Opportunity / Affirmative Action Policy
Diversity Statement
Non-Sexist Language Policy
Americans with Disabilities Act (ADA)
Drug Free Campus
No Smoking Policy
Security and Safety in the Workplace
Unescorted Visitors
Exposure Control Policy
Workplace Violence Policy
Weapons Possession
Confidentiality
Computer Use (Appropriate Use of Technology)
Electronic Communication Policy
Social Media Policy
Communicating with Media Policy
Conflict of Interest
Whistle Blower Policy
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Gratuities from Outside Sources

Outside Employment
No Solicitation Policy
Political and Campaign Activities Policy
Intellectual Property Policy
Employee Misconduct
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EMPLOYMENT POLICIES AND PROCEDURES

Accidents and Injuries at Work
Dispute Resolution Procedure (Grievance Procedure)
Career Opportunities/Job Postings
Dress Code
Employment of Minors
Employment of Relatives
Employment References
Hours
Attendance
Meal Periods and Paid Breaks
Emergency Call-In Time Policy
Flexible Work Scheduling
Inclement Weather or Other Emergencies
Identification Cards
Keys
Meetings
Teaching Assignments
Telephone Use
Vehicle Use
Personnel Records
Personal Status Changes
Position Description
Position Evaluation
Position Posting Policy
Introductory Period
Transfer
Promotion
Position Reallocation (Reclassification)
Professional Development and Memberships
Performance Review and Development
Training and Development
Progressive Discipline
Probationary Period
Separation from Employment
Reduction in Workforce (Layoff)
Retirement
Reemployment
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COMPENSATION PRACTICES
Leave Reporting
Overtime
Pay Day
Direct Deposit
Pay Deductions
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Income Tax Withholding

Deduction from Pay Policy for Exempt Employees
Salary Adjustments
Time Sheets
Work Week
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BENEFITS
Benefits Summaries
Accidental Death and Dismemberment Insurance
Catastrophic Leave Bank
Computer Purchase Plan
Dental Insurance
Domestic Partner Benefits
Flexible Spending Accounts
Health Insurance
Leave Benefits - Paid and Unpaid
Holidays
Floating Holidays
Religious Holidays
Personal Leave
Sick Leave
Vacation
Family Medical Leave
Disaster Relief Volunteer Policy
Military Leave
Military Spouse Leave
Bone Marrow Donation Leave
Blood Donation Leave
Nursing Mothers
Professional Leave of Absence
Sabbatical Leave/Academic Leave
Bereavement Leave
Jury Duty
Voting Leave Policy
Life Insurance
Long-Term Disability Insurance
Cancer Protection Program
Meal Subsistence
Professional Liability Insurance
HomeAssist
TIAA-CREF-403(b) Plans
Short-Term Disability Insurance
Social Security
Tuition Benefit for Employees
Extended Learning
Tuition Remission Benefit for Dependents
Tuition Exchange Program
Workers Compensation
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GENERAL INFORMATION
Bookstore
Bulletin Boards
Campus Directory
Check Cashing
Children in the Workplace Policy
Conservation
Cultural, Social, and Athletic Events
Employee Recognition
Facilities Use
Food Service
Health Services
Library
Lost and Found
Mail Room
Memorial Gifts/Donations
Notary Public
Parking
Pets on Campus
Printing and Copying Services
Publications
Graphic Design Standards
Questions?
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GUIDE TO COMPENSATION TERMINOLOGY
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INDEX
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INTRODUCTION
This Employee Handbook is intended to be the authoritative resource for the articulation of personnel
policy and practice for all employees, except where specifically noted. Within this Employee Handbook,
you will find reference to more detailed policy statements, or other documents that provide more specific
guidance. The Faculty Handbook, for example, addresses those employment-related issues of sole or
central concern to faculty. This Handbook reflects current Cazenovia College (College) policies and
practices and supersedes previously published or other inconsistent personnel policies and
practices. While nothing in this Handbook may be construed as creating or representing any form
of express or implied contract, it does serve as a vehicle to communicate the general guidelines and
work rules under which you are employed. In order to ensure that the College is able to respond to
changing requirements or needs, the College reserves the right to amend, modify or terminate the benefits
described in this Handbook at any time, with or without notice. In the event of any inconsistency
between this document and any employee benefit plan, program or policy that has been approved by the
College, the terms of that plan, program or policy shall control. For this reason, your comments,
suggestions and/or recommendations are always welcome and should be referred to the Director of
Human Resources, who is responsible for the compilation and distribution of employment-related
information.
The Human Resources staff is available to provide assistance with the interpretation of any personnel
policy or procedure and to provide informal counseling services on job-related issues and concerns.
ABOUT CAZENOVIA COLLEGE

Cazenovia College is a private, nonsectarian, comprehensive college with an enrollment of approximately
1,000 undergraduate students. The College employs approximately 325 full and part-time faculty and
staff.
Cazenovia College traces its birth to 1824, when it was founded as the Seminary of the Genesee
Conference, the second Methodist seminary to be established in the United States. It opened with eight
students in what had been the Madison County Courthouse. The seminary was a pioneer in coeducation.
From the beginning it welcomed both men and women who wanted to prepare for college or complete
their education in Cazenovia. In two years there were 145 students. Over the years, the seminary
changed its name several times, first to the Seminary of the Genesee and Oneida conferences, later to the
Oneida Conference Seminary, then to the Central New York Conference Seminary. In 1894, it became
Cazenovia Seminary. Between 1904 and 1931, the institution also functioned as a secondary school for
young people in the township, an arrangement that ended when Cazenovia Central High School was built.
In the 1940s, facing constantly decreasing enrollment, the trustees decided to add a junior college. This
change was not pleasing to the Methodists. They withdrew church sponsorship in 1942, and community
leaders stepped in to form a new board for Cazenovia Junior College without religious affiliation.
When the College received accreditation in 1961 from the Middle States Association of Schools and
Colleges, it dropped the Junior and became Cazenovia College for Women. In 1982, the trustees voted
to return to coeducational, aiming for one-third male enrollment. The Colleges name was shortened. By
1983, there were men back on campus. In November 1988, the New York State Board of Regents
awarded Cazenovia College the right to offer bachelor degrees.
Today, the main Cazenovia College campus consists of 35 buildings on a 24-acre site within the
picturesque lakeside village of Cazenovia. Major buildings and residence halls surround a centrally
located open quadrangle. All College facilities and village amenities are within comfortable walking
distance from any point on campus. The athletic complex includes a gymnasium, swimming pool,
outdoor playing fields and tennis courts. Cazenovia College also maintains the Campus Farm with a
modern equine facility on a 243-acre site.
MISSION STATEMENT
Founded in 1824, Cazenovia College is a small, independent, coeducational college offering
baccalaureate programs in the liberal arts and professional studies. Embracing student success as its
primary mission, the College comprises a diverse yet close-knit residential community that fosters
intellectual, social, and ethical growth. Our experiential and co-curricular learning opportunities and
dedicated team of faculty and staff provide for an individualized educational experience that balances
academic and student life. Graduates of Cazenovia College possess the knowledge and skills necessary to
become informed and successful participants in the global community.
VISION STATEMENT
All members of the Cazenovia College community will share in achieving recognition of Cazenovia as
one of the nations leading independent colleges. The intellectual, cultural and physical environments of
the College; its academic and student life programs; and opportunities developed through its alumni
network, will form the foundation of an excellent education with an increasingly global context.
Cazenovia College will integrate state-of-the-art and emerging technologies into the learning
environment, concentrating on a traditional and personalized experience that fosters active engagement.
Enhancing our interdisciplinary approach to curricular development and delivery will promote life-long
learning.
The College community will increase symbiotic partnerships and collaborative relationships, sharing
expertise and resources toward mutual advancement. Cazenovia College's learning community will build
on its long tradition of making an active, ongoing contribution to the intellectual and economic success of
a diverse democracy in our interconnected world.
CORE VALUES
Cazenovia College has traditionally been and will continue to be a community focused on learning,
nourished by diversity and strengthened by integrity.
GOVERNANCE
Cazenovia College is incorporated under the General Laws of the State of New York and is an
independent, non-profit non-denominational institute of higher education. The Board of Trustees is the
legal authority of the College, empowered to set institutional policies, grant degrees, and operate the
institution in accordance with the Bylaws. The Board hires a President who, in turn, encourages active
participation by campus constituents in the teaching and learning mission of the College via the
governance structure the various councils and committees that recommend policies, procedures, and
priorities at the operational level. The President, as educational and administrative head of the College,
exercises a general superintendence over all the affairs of the institution, and brings such matters to the
attention of the Board as are appropriate to keep the Board fully informed to meet its policy making
responsibilities. The President has the power, on behalf of the Trustees, to perform all acts and execute all
documents to make effective the actions of the Board or its Executive Committee. The Officers of
Cazenovia College are the Chair and Vice Chair of the Board of Trustees, the President, the Secretary and
the Treasurer of the Board, and the Treasurer and Secretary of the College.
Cazenovia College uses a system of shared governance. [See Governance site in myCaz]. The governance
system includes representation from all internal constituencies (administrators, staff, faculty, and
students), and places operational decision-making in the hands of the people directly responsible for the
work of the College. This sharing of responsibilities is valuable because, as a result of their involvement,
the people who participate in the governance process are generally committed to decisions made by the
process. It is also important because, through regular open meetings, and publicly posted minutes
available to the whole community, the system promotes broad-based understanding of the Colleges
agenda, and fosters communication between College constituencies regarding important issues.
The governance system was designed both as a practical means of making decisions and as a means of
involving a broad range of people in the decision-making process. Great care and attention have been paid
to the structure and its implementation. Shared governance at Cazenovia College occurs through the
ongoing work of five (5) governance councils: Faculty Council, Council on Enrollment Management,
Council on Student Affairs, Council on Employee Welfare, and Planning and Shared Governance
Council. The Student Government Association is also included in the Colleges governance structure and
has a separate governing document for its activities and membership. Each Council has specified and
identified areas of responsibility and makes policy recommendations directly to the President of the
College. All recommendations must be submitted in writing to the President. No recommendation from a
Council shall be implemented or considered final until written approval by the President is recorded.
Meetings of all Councils are open to all members of the College community. Elected members of the
Councils do not serve as individuals, but as representatives of their constituencies, and are formally
charged as such. In keeping with the College communitys focus on inclusion and representation of
minority constituencies, Council members are expected to continually strive to take into account a broad
array of perspectives in their decision-making processes.
All members of the College community are expected to become familiar with the governance document
and ask a governance representative for clarification on any matter as needed. Members of the various
Councils and Committees have an obligation to educate themselves and their colleagues about the
governance system and to advocate for its effective use. At the same time, the College community should
become familiar with and make effective use of the governance system through their constituency
representatives. Ultimately, the success of the governance system lies in the hands of those who use it.
CATEGORIES OF EMPLOYMENT
EXEMPT (salaried): Employees whose responsibilities and position functions are such that tests
established by Federal and State laws exempt them from overtime pay requirements.
NON-EXEMPT (hourly): Employees whose responsibilities and position functions are such that tests by
Federal and State laws require that they be paid at the rate of one and one half times their regular rate of
pay for any and all hours worked over forty (40) in a week.
There are five categories of employment at Cazenovia College. Categories of employment are defined for
purposes of computing salary and administering benefits.
Executive Administrators
Employees in this category are exempt from overtime and are individuals whose positions are appointed
by the President. The President is appointed by the Board and is responsible for appointing the Vice
President for Academic Affairs and Dean of the Faculty, Executive Vice President, Vice President for
Financial Affairs, Vice President for Institutional Advancement, and the Vice President for Enrollment
Management/Dean for Admissions and Financial Aid.
Faculty
The faculty is an exempt category and consists of all persons who teach at Cazenovia College. Full-time
faculty members include Assistant Professor, Associate Professor, Professor, and may also include
Instructor, Visiting Professor and Artist-in-Residence. Part-time faculty members may include Associate
Lecturer, Lecturer, and Senior Lecturer. Tenure, Non-Tenure Track, Term, Visiting, and Adjunct are types
of appointments. The guiding document for faculty is the Faculty Handbook.
Administrative/Professional Staff
Employees in this group are exempt. They provide administrative or professional support directly or
indirectly to the various programs and activities of the College.
Support Staff
Employees in this group are non-exempt. Support Staff positions include those that provide clerical,
secretarial, and technical, service, maintenance (Service/Maintenance), and other support for the
educational and administrative functions of the College. Staff can be full time, part time, or temporary.
Student/Workstudy
Students may be employed at the College through student employment or workstudy. These are
temporary positions and employees are non-exempt. The Workstudy program has restrictions and is coadministered by Human Resources and the Financial Aid Office.
TYPES OF APPOINTMENTS
Regular Full-Time
A full-time employee is an individual who is appointed to an authorized position and is scheduled to work
a minimum of thirty-five (35) hours per workweek on a regular basis for nine (9) months (approximately
forty weeks) or more. A regular full-time employee may be either exempt or non-exempt based upon
criteria established by the Department of Labor and as identified in the Categories of Employment as set
forth above.
Regular Part-Time
A part-time employee is an individual who is appointed to an authorized position and scheduled to work a
normal workweek of a minimum of twenty (20) hours per week but less than thirty-five (35) hours on a
continuing basis, normally for eight (8) months or more on the academic calendar.
Regular Part-Time employees may be eligible for certain benefits as provided below:
Those who are regularly scheduled to work a minimum of 1,250 hours per calendar year may be
eligible for certain group health care and other benefits.
Those who are regularly scheduled to work a minimum of 1,040 hours per calendar year may be
eligible for certain Paid Time Off benefits outlined elsewhere in this Handbook.
Those who are regularly scheduled to work at least 1,000 hours per calendar year are eligible to
participate in the Colleges retirement plan (TIAA CREF), as described elsewhere in this
Handbook.
Temporary
Temporary employees are assigned to positions, which are for a specific, short-term, non-continuing
appointment, normally not to exceed six (6) months. Temporary appointments have a predetermined end
date. Temporary employees are not eligible for any benefits other than those which are mandated and are
not entitled to receive first consideration when employee openings occur. Temporary employees are paid
only for hours worked when the assignment is to a non-exempt position or paid a bi-weekly salary when
the assignment is to an exempt position.
Faculty
Faculty members employment status is defined in the Faculty Handbook. Adjunct Faculty appointments
are defined in the Adjunct Faculty Handbook.
CONDITIONS OF EMPLOYMENT
All new employees of Cazenovia College are required to report to the Office of Human Resources on the
first day of work to provide verification of employment eligibility, as required by the Immigration Reform
and Control Act of 1986. New employees who have not provided proof of employment eligibility within
the time frame required by law may not be allowed to work until the requirement is fulfilled. Proof of
identity and employment eligibility can be established by presenting a passport or two documents from an
approved list, which includes a birth certificate, Social Security card, and/or some form of photo
identification (e.g., driver's license). Individuals who do not have United States citizenship are required to
present a work visa as proof that they have the legal right to work in this country.
BACKGROUND CHECKS
Cazenovia College recognizes the importance of maintaining a safe workplace with employees who are
honest, trustworthy, qualified, reliable and nonviolent, and do not present a risk of serious harm to their
co-workers or others. For purposes of furthering these goals and interests, Cazenovia College reserves
the right to investigate the prior employment history, personal references, criminal background and
educational background, as well as other relevant information that is reasonably available to Cazenovia
College of all employees of the College regardless of their position and length of employment at the
College, as well as all job applicants for employment at the College. In the event that a background check
is conducted, the College will comply with the Federal Fair Credit Reporting Act and applicable state
laws. Consistent with these practices, job applicants or employees may be asked to sign certain
authorization and release forms. Any information obtained by the College will be retained in a
confidential manner by the College subject to disclosure only as required by applicable state or federal
law.
EMPLOYMENT AT-WILL
While we hope that your employment will prove mutually satisfactory, please understand that continued
employment cannot be guaranteed for any employee. In accordance with New York law, either the
employer or the employee has the right to end the employment relationship at any time, with or without
cause. This means that employment at the College is for no definite period of time, and a College
employee has the right to leave the College at any time, with or without notice and with or without cause;
similarly, the College has the right to terminate the employment relationship at any time, with or without
notice and with or without cause. Any oral statements or promises to the contrary are not binding upon
Cazenovia College. Should such a statement be made, please bring it to the attention of the Director of
Human Resources. Cazenovia College shall not be responsible for such statements that are not confirmed
in writing by the Office of the Vice President for Academic Affairs and Dean of the Faculty, or the
President of the College.
Unless your employment is covered by a written employment agreement, this policy of at-will
employment is the sole and entire agreement between you and the College as to the duration of
employment and the circumstances under which employment may be terminated. If your employment is
covered by a written employment agreement, nothing in this Handbook or in any oral statement shall
modify or amend the terms of that agreement.
ORIENTATION OF NEW EMPLOYEES
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A goal of the College is to acquaint new employees with their duties and help them become integrated
with the Cazenovia College community. It is the responsibility of Human Resources to provide an indepth review of employment, compensation, and benefit policies to new employees. New employees will
be scheduled for an orientation session, normally during their first week of employment. It is the
responsibility of the immediate supervisor and department head to acquaint each employee with
department policies and procedures, and to train new employees as necessary.
WORKING CONDITIONS
It is the policy of Cazenovia College to provide a safe and healthy work environment for its employees. If
an unsafe or unhealthy work situation is identified or believed to exist, a report should be made
immediately to your supervisor, Human Resources, or the Physical Plant Department. The situation will
be investigated and, where necessary, corrective action taken.
SUPERVISORY RESPONSIBILITIES
In order for Cazenovia College to operate effectively, it is essential that supervisors carry out their
delegated responsibilities in accordance with the College's goals and objectives. It is the supervisor's
responsibility to:
Assign and review work; ensure the proper completion of day-to-day work.
Ensure appropriate on-the-job training and employee orientation to the department and work area.
Actively promote equal opportunity.
Promote safe work practices and conditions.
Establish standards and expectations for work performance.
Evaluate employees' job performance.
Advise and counsel employees regarding their performance.
Recommend employees for promotion and salary adjustments as appropriate.
Suggest or effect disciplinary action.
Recommend or select applicants or employees to fill vacant positions.
Serve as the primary resource for employees, as well as assist with their work-related problems,
whenever appropriate.
Almost any action taken concerning an employee begins with the recommendation of the supervisor. The
responsibilities listed above cover the essential part of a supervisor's duties, but are not intended to be
complete. Refer to the Supervisors Guidelines for further information.
EMPLOYEE RESPONSIBILITIES
Cazenovia College seeks to attract and retain capable and motivated employees. There are also
responsibilities associated with being a responsible employee at Cazenovia College. The following are
some examples:
To keep informed of new developments relating to their responsibilities and maintain a creative
attitude toward change as a way of improving the operation for which they are accountable.
To promote an integrated effort in the administration of the College by coordinating their ties
with others when such coordination is indicated.
To maintain effective, respectful relations with fellow employees, students, trustees, visitors,
vendors, contractors, and other constituencies, and to interpret, apply, and effect College policies
and programs accurately and constructively.
To avoid situations that might permit private interests to influence job performance or the
reputation of the College. Always identify yourself and your affiliation, if speaking for the
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institution. If you are not representing the College, state clearly that you are speaking on your
behalf and not that of your employer.
To refrain from using College letterhead or other College identifiers/resources for personal
activities when not representing the institution.
To respect the confidentiality of College information. Such information should not be repeated,
discussed, or removed from your work area except for legitimate work reasons.
To respect the property of others and of Cazenovia College and to use College property only for
legitimate College related purposes, unless specific authorization has been received, including
unauthorized use of the Colleges name, logos, or official seal.
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INSTITUTIONAL POLICIES/ CODE OF CONDUCT

General Responsibilities
Compliance with these policies is the responsibility of every member of the Cazenovia College
Community, as well as any other individual who acts on behalf of the College. Absolute care must be
taken to avoid even the appearance of misconduct or impropriety. Violations will result in disciplinary
action appropriate to the infraction, which could lead to discharge or legal procedure. All conduct must be
consistent with the Institutional Policies and the Colleges Code of Conduct. Violations of the policies
or Code must be reported, and failure to do so could result in disciplinary measures. Keep in
mind that doing the right thing means uncompromising integrity staying true to what you
believe even in difficult circumstances.
ANTI-DISCRIMINATION AND ANTI-HARASSMENT POLICY
POLICY STATEMENT
It is the policy of Cazenovia College, in keeping with efforts to establish an environment in which the
dignity and worth of all members of the institutional community are respected, that the College does not
tolerate discrimination (including harassment and all bias-related behavior) because of gender, pregnancy,
race, color, national origin, citizenship, ancestry, religion, creed, age, physical or mental disability, marital
status, military status, domestic violence victim status, genetic predisposition or carrier status, sexual
orientation, or any other basis protected by federal, state or local law. Together, these personal
characteristics are referred to in this policy as protected characteristics. The College is committed to
taking reasonable steps to prevent such discrimination (including harassment and all bias-related
behavior) from occurring and to providing a forum in which anyone who complains of prohibited
discrimination (including harassment) may expect to have that complaint expediently and carefully
investigated and resolved.
Application
A. This policy applies to all employees of the College including their relationships with students, as
well as to third parties visiting the College regardless of their status or position. (Student to
Student harassment and discrimination are addressed in the Student Handbook.)
B. This policy applies to activities that take place on campus or in connection with any Collegesponsored programs and activities, regardless of where they take place. Additionally, off campus
conduct may violate this policy if the conduct creates a threatening or uncomfortable environment
on the Colleges campus or within a College program, or if the incident causes concern for the
safety or security of Cazenovia Colleges campus.
C. This policy applies to members of one protected category who engage in prohibited
discrimination or harassment toward members of the same or another protected category. For
example, this policy prohibits males from sexually harassing females or other males, and females
from sexually harassing males or other females.
Definitions
Discrimination
Discrimination is an act that disadvantages a person and that occurs because of one or more of the
affected individuals protected characteristics. Examples of discrimination include job actions such as
lower pay, a failure to promote, denial of a raise, or termination because of ones gender, race, sexual
orientation, or another protected characteristic. Examples of discrimination also include, but are not
limited to, denying a student a research opportunity because of the students race, disability, sexual
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orientation, or other protected characteristic, giving a student a lower grade than he/she deserved because
of the students gender, military service, religion, or other protected characteristic, etc.
Harassment
Harassment is a form of discrimination. Harassment is unwelcome, offensive conduct that occurs on the
basis of any of the protected categories set forth above (such as sex, race, age, religion, national origin,
physical or mental disability, etc.). When harassment becomes so severe or pervasive as to interfere with
an individuals ability to work, learn or participate in the Colleges programs, it is called a hostile
environment. Whether harassment has occurred in violation of this policy depends on consideration of
all of the circumstances, including the severity of the incident(s), whether the conduct was repeated,
whether it was threatening or merely annoying, and the context in which the incident or interaction
occurred.
Harassment may be verbal, visual or physical. Merely by way of illustration, harassing acts may include
racial, ethnic or religious slurs; name-calling that demeans on the basis of gender, age, disability or sexual
orientation; unwanted touching of a persons legs or shoulders; physically harming or threatening another
due to racial or religious animosity; or vulgar pictures or ethnically offensive symbols or writings.
Sexual harassment, which is one form of harassment, is defined as unwanted sexual advances, requests
for sexual favors or visual, verbal, non-verbal or physical conduct of a sexual nature when: (1)
submission to such conduct is made explicitly or implicitly a term or condition of employment or
academic advancement; or (2) submission to or rejection of such conduct is used as basis for decisions
affecting employment or academic advancement of an individual; or (3) such conduct has the purpose or
effect of unreasonably interfering with an employees or students work or academic performance or
creating an intimidating, hostile or offensive work or educational environment.
The following is a partial list of conduct that may constitute sexual harassment whether or not directed
specifically at the complaining party:
Offering employment or academic benefits in exchange for sexual favors.
Making or threatening reprisals after a negative response to sexual advances.
Unwelcome visual conduct, such as leering or staring, making sexual gestures, or displaying sexually
suggestive or derogatory objects, pictures, cartoons or posters.
Unwelcome verbal conduct, such as making or using sexually suggestive or derogatory comments,
epithets, slurs, sexually explicit jokes, or comments about anothers body or dress.
Unwelcome verbal sexual advances or propositions.
Unwelcome verbal abuse of a sexual nature, graphic verbal commentary about an individuals body,
sexually suggestive or derogatory words to describe an individual, suggestive or obscene letters, notes
or invitations. This includes generalized sexist remarks and behavior, not necessarily designed to
elicit sexual cooperation, but which convey insulting, degrading, and sexist attitudes.
Unwelcome physical conduct, such as unwanted whistling, touching (including pinching and
brushing), hugging, assaulting, impeding or blocking ones movement because of sex.
The College also prohibits quid pro quo harassment. Quid pro quo (or this for that) harassment
occurs when a person in a position of authority or control links the receipt of some benefit (such as a
promotion or a grade) to anothers submission to unwelcome sexual advances or sexual conduct, or
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requires the other to perform or submit to demeaning or degrading sex or sexually-charged acts. Quid pro
quo harassment can be expressly stated, but it can also be implied by words, actions or the surrounding
circumstances. No person should believe that any other person no matter their title or position with the
College has the right to pressure another person for sexual activity; they do not.
The College reserves the right to discipline employees for offensive conduct that is inconsistent with
community standards, even if it does not rise to the level of a hostile environment as defined by
applicable law. If you are unsure of whether a certain behavior constitutes discrimination or harassment
prohibited by this policy, please contact the Director of Human Resources.
Interim Actions
Interim actions may be taken by the College to immediately respond to a situation. Interim actions may
include, but are not limited to, no-contact orders directing the accused to have no contact with the
complainant, changes in class assignments, residence hall assignments, transportation arrangements, or
work assignments to assist the complainant in not having to interact with the accused, or other measures
to enhance the complainants safety, such as escorts or increased monitoring of an area. The College may
impose a suspension from the campus or parts of the campus, pending the outcome of an investigation
and disciplinary proceeding. The College will review the facts and circumstances of each case, as well as
the complainants wishes, in deciding whether and what steps are reasonable and appropriate.
Confidentiality
A report to the College often does, but need not necessarily, lead to an investigation or disciplinary action.
The decision about what action(s) to take depend on many factors, including the complainants wishes. A
complainant may make a report and request that the College take no investigatory or disciplinary action
or may wish to have his/her identity as the complainant kept confidential. The College endeavors to
comply with complainants wishes. However, that is not always possible. If a complainant requests that
his/her name be kept confidential, the Colleges ability to respond to the complaint may be limited. If any
number of people could have reported the incident, it may be possible for the complainants identity to
remain confidential and not shared with the respondent. However, in other cases, it may not be possible
to proceed with investigatory or disciplinary action without revealing the identity of the complainant. If a
complainant requests either form of confidentiality, the Director of Human Resources/Title IX
Coordinator will consult with other appropriate administrators regarding the request. The Colleges
decision as to responsive action will depend on the seriousness of the offense, whether there was a single
accused or multiple, whether there is a reason to believe that the accused has engaged in this or similar
conduct previously, whether the circumstances suggest an ongoing or future risk to the campus
community or the complainant, and similar considerations. A decision will be made and shared with the
complainant. Ultimately, the College retains the right to act upon any information that comes to its
attention.
Complaint Process
The Colleges complaint procedure provides for a prompt, thorough and objective investigation of any
claim of discriminatory treatment or harassment. The College will take appropriate remedial action
against any person found to have engaged in prohibited discriminatory or harassing behavior. The
discipline will be commensurate with the severity of the offense, up to and including termination of
employment and/or student dismissal. Appropriate action will also be taken to deter prohibited behavior
from re-occurring.
Employees who believe that they have been the subject of discrimination or harassment prohibited by
this policy, should immediately report the matter, preferably in writing, to their supervisor 1, OR the
If the employees immediate supervisor is the source of the alleged harassment, the employee should report the problem to the supervisors
superior or to any other individual listed herein.
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department head, OR the dean/VP, OR to the Director of Human Resources. If any further incident(s)
of discrimination or harassment occur, such incident(s) should also be immediately reported.
Employees who become aware of discriminatory or harassing conduct toward any employee that they
believe is prohibited by this policy should immediately report the matter, preferably in writing, to
their supervisor OR the department head, OR the dean/VP, OR to the Director of Human Resources.
The College will promptly investigate all complaints of harassment or other forms of discrimination
prohibited by this policy. Campus Safety will assist in investigating incidences consistent with the
definition of hate or bias-related crime. The College will, to the extent feasible, maintain the
confidentiality of such complaints. However, investigation of such complaints will generally require
disclosure to the accused party and other witnesses in order to gather pertinent facts. One or more parties
may be subject to an administrative leave of absence/suspension during the course of the investigation.
When the investigation is complete, a determination regarding allegations will be made and
communicated to the person claiming discrimination and/or harassment as soon as practical. The College
will also take action that it believes is appropriate under the circumstances. This may include without
limitation and in no particular order, a letter of censure, training, mandatory counseling, reassignment,
compensation adjustment, suspension, termination of employment, disciplinary probation, suspension
and/or student dismissal, and reporting of crimes to local authorities as required by law.
Please note that while this policy sets forth the Colleges goal of promoting a workplace and educational
environment that is free of discrimination and harassment, this policy is not designed or intended to limit
the Colleges authority to discipline or take remedial action for conduct which it deems inappropriate,
unprofessional, inconsistent with the Colleges standards, or otherwise inadvisable, regardless of whether
that conduct satisfies the legal definition of unlawful discrimination or harassment (e.g., bullying).
Settlements: At any stage during an investigation, the parties may consult with the Director of Human
Resources in an effort to reach a settlement. Any agreement must be approved by that Officer and
recorded. If the settlement involves a resignation, the resigning party will not be subject to reinstatement
by the College.
Mediation Option
In some cases, informal resolution, in the form of mediation, may be appropriate. A complaining party
who files a complaint may elect to proceed either by mediation or investigation. The election to proceed
by mediation requires the concurrence of the complaining party and the accused party, either of who may
decide at any stage during or upon the conclusion of the mediation process to proceed by investigation.
The Director of Human Resources and/or the Title IX Coordinator must agree that mediation is
appropriate. While a complaining party may elect to resort directly to the investigation process without
initially attempting mediation, the Director of Human Resources and the College encourages complaining
parties to participate initially in the mediation process.
If a complaint is filed and the complaining party and the accused agree to proceed by mediation, then the
mediation process must be completed within twenty (20) working days of the election to mediate. This
timeframe may be extended under circumstances where there is a College break from regular classes.
The mediation option may be particularly suitable for addressing and resolving certain instances of
suspected sexual harassment, for example, where the accuseds conduct was unintentional or
unknowingly offensive. Copies of the complete procedures are on file in the Human Resources Office.
Investigation
If either party is dissatisfied with the outcome of the mediation process, or if either party or the College
elects to proceed directly to the investigation process, then the Director of Human Resources or a trained
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individual designated by the executive vice president, in consultation with the president (and the Dean for
Student Life where students are involved), undertakes an investigation:
a. An investigation may involve persons other than the complaining party and accused,
including witnesses and the accuseds supervisor;
b. A written record will be produced summarizing the written statements of the complaining
party, charged party, and any witnesses, which will be made available upon request to the
complaining party and the accused; and
c. The record may be used as documentation for the Investigation Report and for any corrective
actions recommended to the appropriate Vice-President.
The investigation and mediation processes will be distinct from each other. The same person may not
perform the functions of mediator and investigator in a single case. Statements made in the mediation
process are confidential, and, may not be introduced into any proceedings including the investigation
process.
The complaining party and the accused will be given an equal opportunity to present information in the
context of the investigation. The precise features and steps of the investigation process, which is
conducted by the Director of Human Resources or the designated investigator, are set forth in the full
policy and procedures document. The Director of Human Resources or the designated investigator will
endeavor to complete its investigation within thirty (30) working days.
Copies of the complete procedures are on file in the Human Resources Office. The Department of
Campus Safety policies for investigating crimes are available in the department office and in Your Guide
to Campus Safety.
Review Panel
If a complaint of harassment or an investigation warrants additional review, the Director for Human
Resources may solicit advice on the case, a general report, and any data to be made available to the
community annually from the Title IX Committee or a panel of trained individuals. At any time during
the complaint or investigatory process, the Director and the review panel have the option of
recommending an investigation be conducted by a third party if warranted.
The standard for decisions in investigatory and disciplinary proceedings is a preponderance of the
evidence, meaning that it is more likely than not that a violation of this policy occurred. Both parties will
receive simultaneous written notice of the outcomes of all disciplinary proceedings, to the extent
permitted by law. The College endeavors to complete the investigatory phase and disciplinary proceeding
within sixty (60) days, but this timeframe may be extended if necessary under the circumstances.
Sexual and/or dating relationships when they occur between any faculty, supervisor, or officer of the
College and any person for whom he or she has a professional responsibility pose inherent risks.
Additionally, professional responsibilities are assumed to exist between students and all employees of the
College. The danger that sexual harassment will occur is particularly strong in relationships between
faculty or staff members and students they are teaching, tutoring, advising, supervising or mentoring. The
relationship puts the student in a vulnerable position and creates a problematic learning environment for
other students who become aware of the relationship. Even where the staff or faculty member is not
teaching, tutoring, advising, supervising or mentoring a student or other staff member, he or she should be
aware of the constant possibility that he or she may unexpectedly be placed in a position of such
responsibility. Administrators, staff, and faculty members of the College thus need to hold themselves to
a high professional standard and avoid dating and/or sexual relationships with students and subordinates
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with whom they work, recognizing that such relationships pose a professional conflict of interest that
make it difficult, if not impossible, to carry out their role as educators, supervisors, or support staff.
Professionalism within the College demands that those with authority not abuse, nor seem to abuse, the
power with which they are entrusted. This policy thus prohibits individuals employed by Cazenovia
College from pursuing sexual and/or dating relationships with students and prohibits dating and/or sexual
relationships with any subordinate employee whose work the individual supervises.
Policy Against Retaliation
The College strictly prohibits and will not tolerate retaliation against any student or employee by another
student or employee or by anyone representing the College for using or participating in good faith in the
anti-discrimination/anti-harassment complaint procedure, for reporting in good faith discrimination or
harassment prohibited by that policy, or for filing, testifying, assisting or participating in good faith in any
investigation or proceeding conducted by a governmental enforcement agency. Prohibited retaliatory acts
include, but are not limited to, termination, demotion, suspension, failure to hire or consider for hire,
failure to give equal consideration in making employment or academic decisions, failure to make
employment or academic recommendations impartially, adversely affecting working or academic
conditions or otherwise denying any employment or academic benefit. Employees and students who
become aware of anyone engaging in retaliation prohibited by this policy should immediately report the
matter, preferably in writing, to either their supervisor, the department head, the dean, or to the Director of
Human Resources. If any further incident(s) of retaliation occur, such incident(s) should also be
immediately reported. Any person who engages in retaliatory conduct prohibited by this policy will be
subject to appropriate disciplinary action, up to and including termination of employment and/or
permanent expulsion.
Sex Discrimination, Sexual Harassment and Sexual Misconduct Policy
I. Introduction
Cazenovia College is committed to equal opportunity and a tolerant, supportive learning environment.
Cazenovia College complies fully with all applicable federal and state legislation and regulations,
including Title IX of the Educational Amendments of 1972, Title VII of the Civil Rights Act of 1964, the
Violence Against Women Act, and the New York Human Rights Law. Pursuant to these statutes and
regulations, the College prohibits all forms of sex discrimination, sexual harassment, sexual violence and
sexual misconduct. This policy is intended to educate the College community about these issues and also
explain the way in which the College will respond to these incidents promptly and thoroughly in the event
that they do occur.
Cazenovia College is committed to addressing all forms of sex discrimination, sexual harassment and
sexual misconduct by enacting preventative measures, educating the campus community and establishing
and enforcing this policy.
II. Scope of the Policy
This policy applies to all students, faculty, and staff of Cazenovia College. This policy also applies to
conduct by third parties that include visiting speakers, contracted professionals, guests of enrolled
students, visiting athletic teams, conference attendees, etc. Any member of the Cazenovia College
community found in violation of these policies may be subject to disciplinary action. This policy also
applies regardless of the Complainants or Respondent s race, creed, color, gender, gender identity,
gender expression, ethnicity, national origin, religion, marital status, familial status, pregnancy, age,
sexual orientation, veteran status, disability, genetic predisposition status, domestic violence victim status,
criminal conviction or any other protected characteristic under applicable local, state or federal law.
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This policy applies to conduct on campus and in connection with any College-sponsored programs or
activities, regardless of whether it occurs on or off campus. Further, even conduct that occurs outside a
College-sponsored program or activity may violate this policy if the conduct creates a threatening or
hostile work or learning environment on the Colleges campus or within a College program, or if the
incident causes concern for the safety or security of Cazenovia Colleges campus.
The disciplinary actions the College may take will differ depending on the level of control the college has
over the accused. Regardless of the level of disciplinary action that can be taken, Cazenovia College is
committed to remedying the effects of any sex discrimination, sexual harassment or sexual misconduct
and preventing its recurrence.
III. Title IX Coordinator
The Title IX Coordinator for Cazenovia College is Janice Romagnoli, Director of Human Resources.
She can be reached at jaromagnoli@cazenovia.edu or 315-655-7274. To reach her after hours or in an
emergency, please contact Campus Safety at 315-655-7271.
The Title IX Coordinators duties and responsibilities include monitoring and oversight of the overall
Title IX compliance at the College, including coordination of training, education, communications and
administration of grievance procedures for faculty, staff, students and other members of the College
community. The Title IX Coordinator is responsible for ensuring that the College carries out its Title IX
responsibilities.
IV.
Definitions
Sex Discrimination- Sex discrimination is an act that disadvantages a person and that occurs because of
the affected individuals gender, sexual orientation, gender identity, or gender expression. Examples of
sex discrimination include, but are not limited to, denying a student a research opportunity because of the
student s gender; giving a student a lower grade than they deserved because of the student s gender;
denying an employee a raise because of the employees sex. A person who believes that they have been
discriminated against with respect to an academic or employment decision is generally entitled to bring a
complaint pursuant to this policy in addition to any other College process or procedure that may be
available (such as a grade appeal policy or appeal procedures for work performance or promotion).
Sexual Harassment - Sexual harassment is unwelcome sexual advances, requests for sexual favors,
sexually motivated physical contact, or other verbal or physical conduct or communication of a sexual
nature when:
1. submission to that conduct or communication is made a term or condition, either explicitly or
implicitly, of obtaining employment or education
2. submission to or rejection of that conduct or communication by an individual is used as a
factor in decisions affecting that individual's employment or education
3. that conduct or communication has the purpose or effect of substantially interfering with an
individual's employment or education, or of creating an intimidating, hostile, or offensive
employment or educational environment
Sexual Harassment may be verbal, written or physical and includes:
Quid Pro Quo harassment (or this for that) occurs when a person in a position of
authority or control links the receipt of some benefit (such as a grade or promotion) to
anothers submission to unwelcome sexual advances, requests for sexual favors, or
requires the other person to perform or submit to demeaning or degrading sex or
sexually-charged acts. Quid pro quo harassment can be expressly stated, but it also can
be implied by words, actions, or the surrounding circumstances. No person should
believe that any other person no matter their title or position with the College has the
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right to pressure another person for sexual activity.

Hostile Environment: when sexual harassment becomes so severe and pervasive that a
reasonable person would view the environment as hostile, offensive or abusive and the
conduct interferes with an individuals ability to work, learn or participate in the
Colleges programs, it is called a hostile environment. The College reserves the right
to discipline offensive conduct that is inconsistent with community standards even if it
does not rise to the level of a hostile environment as defined by applicable law.
Some examples of Sexual Harassment include, but are not limited to:
Offering employment or academic benefits in exchange for sexual favors.
Making or threatening reprisals after a negative response to sexual advances.
Unwelcome physical touching of a persons legs, shoulders or back, leering, making

sexual gestures, or displaying sexually suggestive or derogatory objects, pictures,
cartoons or posters.
Unwelcome physical affection (such as hugs or kisses)
Repeated, unwelcome sexual advances, requests for dates, or romantic interaction.

The fact that a person was personally offended by a statement or incident does not alone constitute a
violation of this policy. Instead, the determination is based on a reasonable person standard and takes
into account the totality of the circumstances. Cazenovia College considers the context of a
communication or incident, the relationship of the individuals involved, whether the incident was an
isolated incident or part of a broader pattern or course of offensive conduct, the seriousness of the
incident, the intent of the individual who engaged in the allegedly offensive conduct, and its effect or
impact on the individual and the learning community. The above definitions and examples are provided
for educational and illustrative purposes. A person reporting an incident of concern need not worry about
whether all elements of a particular definition have been met. The College will assist the Complainant in
determining whether the incident may constitute a violation of this policy.
Non-Consensual Sexual Offenses - Cazenovia College expects that any sexual activity or contact will be
based on mutual affirmative consent to the specific sexual activity. Affirmative consent is defined as the
following:
Affirmative Consent - A safe and respectful learning community requires that sexual activity be
premised only on affirmative consent. Whenever the word consent is used in this policy, it
should be understood to mean affirmative consent as defined here. Affirmative consent is a
knowing, voluntary, and mutual decision among all participants to engage in sexual activity.
Consent can be given by words or actions, as long as those words or actions create clear
permission regarding willingness to engage in the sexual activity. Silence or lack of resistance, in
and of itself, does not demonstrate consent. The definition of affirmative consent does not vary
based upon a participants sex, sexual orientation, gender identity, or gender expression.
Certain conditions prevent a person from being able to consent. Consent cannot be given when a
person is incapacitated, which occurs when an individual lacks the ability to knowingly choose to
participate in sexual activity. Incapacitation may be caused by the lack of consciousness or being
asleep, being involuntarily restrained, or if an individual otherwise cannot consent. Depending
on the degree of intoxication, someone who is under the influence of alcohol or drugs or other
intoxicants may be incapacitated and therefore unable to consent.
A person who has been drinking or using drugs is still responsible for ensuring that he or she has
the other persons affirmative consent and/or appreciating the other persons incapacity to
consent. It is not an excuse that the person accused of sexual misconduct was himself or herself
under the influence of alcohol or drugs and, therefore, did not realize the incapacity of the other.
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Consent to some sexual contact cannot be presumed to be affirmative consent for other sexual
activity. A current or previous sexual or dating relationship is not sufficient to constitute
affirmative consent. A person can withdraw consent at any time during sexual activity by
expressing in words or actions that he or she no longer wants the act to continue, and, if that
happens, the other person must stop immediately.
Sexual activity as the result of coercion is non-consensual. Coercion is a threat, undue pressure,
intimidation, force or threat of harm to engage in sexual activity.
Sexual relationships between faculty and students and staff and students are problematic due to
the inherent power differential. Therefore, sexual or romantic relationships between faculty and
students and between staff and students are prohibited.
Sexual Offenses
Sexual Assault - Consistent with federal law, Cazenovia College defines sexual assault as
including:
Non-Consensual Sexual Contact: Any intentional sexual touching, however slight, with
any private body part or object, by a person upon a person, that is without affirmative
consent and/or by force.
Non-Consensual Sexual Intercourse: Any sexual penetration (anal, oral or vaginal),
however slight, with any body part or object by a person upon another person that is
without affirmative consent. Sexual assaults of this type can be sub-defined by the
following:
o Rape: penetration, no matter how slight, of the vagina or anus with any body part
or object, or oral penetration by a sex organ of another person, without the
affirmative consent of the victim.
o Statutory Rape: Non-forcible sexual intercourse with a person who is under the
statutory age of consent. In New York, the statutory age of consent is 17 years
old.
Sexual Exploitation - occurs when, without affirmative consent, an individual takes sexual
advantage of another for his/her own advantage or benefit. Examples of sexual exploitation
include, but are not limited to: invasion of sexual privacy, non-consensual video or audio-taping
of sexual activity, engaging in voyeurism, prostitution, acts of incest, engaging in consensual
sexual activity with another person while knowingly infected with human immunodeficiency
virus (HIV) or other sexually transmitted disease (STD) without informing the other person of
such infection, or exposing ones genitals in non-consensual circumstances.
Dating Violence - refers violent behavior (including, but not limited to, sexual or physical abuse or the
threat of such abuse) by a person who is or has been in a romantic or intimate relationship with the victim.
The existence of such a relationship will be determined based on Complainants statement and with
consideration of the length of the relationship, type of relationship, and the frequency of interaction
between the persons involved in the relationship.
Domestic Violence - refers to misdemeanor or felony crimes of violence committed by the victims
current or former spouse, current or former cohabitating romantic partner, individuals who share a child in
common, person similarly situated under domestic or family violence law, or anyone else protected under
domestic or family violence law.
Stalking - refers to a course of conduct directed at a specific person that would cause a reasonable person
under similar circumstances and with similar identities to fear for his or her safety or the safety of others,
or to suffer substantial emotional distress.
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Sexual Misconduct - For purposes of this policy, the term sexual misconduct is a term used to more
conveniently refer to any form of sex discrimination; sexual harassment; non-consensual sexual activity
or sexual offense; dating violence, or domestic violence if between current or former spouses or romantic
partners; or stalking, if the circumstances of the stalking suggest gender-based animosity, hostility or
occurs in the context of a romantic or sexual pursuit. Sexual misconduct may occur between members of
the same or opposite sex and in heterosexual and homosexual relationships. While sexual misconduct can
constitute a criminal offense under New York State law, a persons conduct may violate this policy even if
it does not violate State law.
Complainant - The term Complainant refers to the person who allegedly experienced the discrimination,
harassment, sexual misconduct or other violation of this policy. That person is usually, but not always,
the person who made the initial report to the College. In the case of complaints that are pursued when the
alleged victim does not want to participate in the process, the College may pursue a complaint without
such individual in which case a designated College representative will be the Complainant.
Respondent - The term Respondent refers to the person alleged to have committed the alleged
discrimination, harassment, sexual misconduct or other violation of this policy.
V.
Options for Assistance
A member of the College community who believes that they have experienced or are experiencing sexual
harassment, sex discrimination, dating/domestic violence, or any other form of sexual misconduct, should
speak to someone for help or advice. If you are in any danger, or if you believe you may soon be in
danger, do not hesitate to call for help. Securing your immediate safety is the first priority. Campus
Safety is available 24 hours/7 days a week by contacting 315.655.7271 and the local police department
can be reached by calling 911. A Students' Bill of Rights for cases involving sexual assault, domestic
violence, dating violence or stalking is set forth at the end of this policy.
Reach out to someone:
You dont have to go through this alone. Contact someone you trust for guidance and support. It
can be someone you know, or someone who is trained to help. Cazenovia College encourages
victims of sexual misconduct to talk to somebody about what happened so victims can get the
support they need, and so the College can respond appropriately.
Certain employees can maintain complete confidentiality (unless there is a concern for your safety or the
safety of others) and are not required to share the details of the incident with anyone else. Other
employees, such as those listed below under Section V (B) or those defined as Campus Security
Authorities under the Clery Act (Resident Advisors, Coaches, Club Advisors, etc.) , are considered nonconfidential and are required to share your report with the Title IX Coordinator so that Cazenovia College
may take steps to offer support services and prevent the recurrence of the sexual misconduct. If you are
unsure of an individuals reporting obligations, please ask. This policy is intended to make individuals
aware of the various reporting and confidential disclosure options available so that individuals can make
informed choices about where to turn should they become a victim of sexual misconduct.
A. Reporting To Confidential Resources
On-Campus Confidential Resources
A victim is encouraged to seek support for his/her emotional and physical needs. A
student seeking confidential emotional or medical care may contact the following
resources:
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Todd Spangler
Director of Counseling Services
tspangler@cazenovia.edu
315.655.7121
Nancy Adamy
Counseling/Therapist
nadamy@cazenovia.edu
315.655.7253
Health Office Nursing Staff: 315. 655-7122
These individuals can connect you with other resources and explain the other reporting
options that are available to you as well. These Confidential Resources can provide
assistance and information regarding medical assistance and treatment (including
information about sexually transmitted infections, and sexual assault forensic
examinations), resources available through the New York State Office of Victim Services,
academic and other campus support options, campus disciplinary proceedings and law
enforcement options. The health and counseling services noted above are available to
students free of charge.
If you choose to file a formal report with the Title IX Coordinator and/or local law
enforcement, these Confidential Resources may accompany you and support you through
those processes if you so desire. Professional, licensed counselors and pastoral counselors
who provide mental-health counseling to members of the College community (and
including those who act in that role under the supervision of a licensed counselor) are not
required to report any information about an incident to the Title IX coordinator without a
victims permission.
Off-Campus Confidential Resources
There are also off-campus, confidential community resources which may be available to
you; contacting any of the resources listed below does not constitute notifying the
College. These confidential resources, which may or may not charge services fees,
include:
Victims of Violence
Liberty Resources
218 Liberty Street
Oneida, NY 13421
24-Hour Hotline: 315.366.5000
St. Josephs Hospital
315.448.5101
University Hospital
315.464.5611
Crouse Irving Hospital
315.470.7411
Oneida Healthcare
315.363.6000
NYS Office of Victim Services
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1-800-247-8035
NYS Domestic Violence Hotline
1-800-942-6906
NYS Police Sexual Assault Hotline
1-844-845-7269
The hospitals listed above have access to a SANE nurse (Sexual Assault Nurse Examiner). In
Onondaga County, Vera House (315-468-3260) can provide a Sexual Assault/Rape Advocate
while at the hospital. In Madison County, Liberty Resources (316-366-5000) can be
contacted for assistance. During normal business hours the Title IX Coordinator can assist
you in arranging transportation to the hospital. After hours, Campus Safety can assist you in
arranging transportation to the hospital.
B. Colleges Non-Confidential Resources: Responsible Administrators
Cazenovia College encourages all members of the campus community to report instances of
sex discrimination, sexual harassment, sexual assault, domestic/dating violence, stalking or
any other forms of sexual misconduct. Reports may be made by the victim, someone on
behalf of the victim, or anonymously. We encourage you to make a report so we may provide
you with support, assistance and resources. Campus personnel can also assist you in
contacting other resources both on and off campus.
The following offices and individuals have been trained to receive and respond to allegations
of violations of this policy.
Title IX Coordinator and Director of Human Resources, Janice Romagnoli,

315.655.7274 or jaromagnoli@cazenovia.edu
Deputy Title IX Coordinator & Asst. Professor of Criminal Justice, Stewart
Weisman, 315.655.7795 or sweisman@cazenovia.edu
Deputy Title IX Coordinator & Assoc. Professor of Biology, Barb Hager,
315.655.7146 or bhager@cazenovia.edu
Director of Campus Safety, John Drapikowski, 315.655.7299 or
jsdrapikowski@cazenovia.edu
Director of Residence Life, Shannon Dobrovolny, 315.655.7237 or
skdobrovolny@cazenovia.edu
Assistant Dean for Student Life, Tiffany Varlaro, 315.655.7237 or
tsvarlaro@cazenovia.edu
Each of the individuals listed above, and any Campus Security Authority, will share all
information reported to him/her with the Title IX Coordinator and may share your
information with other college administrators, as needed. These individuals re not a
Confidential Resource. However, even Cazenovia College offices and employees who cannot
guarantee confidentiality will maintain your privacy to the greatest extent possible. The
information you provide to a non-confidential resource will be relayed only as necessary and
on a need-to-know basis for the Title IX Coordinator to investigate and/or seek a resolution.
While other individuals may also report any violation of this policy to any other College
employee, if a complaint is made to anyone other than the individuals listed above or a
Campus Security Authority, the Complainant risks the possibility that it will not come to the
attention of the proper College officials and may, therefore not be acted upon. In addition,
unless a report is made to someone listed above in Section V (A) as a Confidential Resource,
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confidentiality cannot be assured.

C. Law Enforcement
A victim of a crime is encouraged to, but not required to, report the incident to local law
enforcement and pursue criminal charges. The criminal process and the Colleges disciplinary
process are not mutually exclusive or dependent on each other, meaning that a person may
pursue either a criminal complaint or College complaint or both.
The Cazenovia Police Department can be reached by calling 315.366.2311 or, in emergency
situations, by calling 911. If you choose to file a report with the local law enforcement
authorities, a member of Campus Safety can assist in making a report of a crime to local law
enforcement. The police will either meet you on campus or ask you to come to the police
station to discuss the incident and create a report. The law enforcement officials will explain
your legal rights. The law enforcement officials will contact Campus Safety to let them know
that they are on campus as part of their investigation and/or that you have reported an
incident.
Preservation of Evidence:
The preservation of evidence relating to a sexual assault is essential for both law enforcement
investigations and campus investigations. All involved parties are encouraged to preserve all
evidence relating to the incident. For example, in cases of rape or sexual assault, it is
important not to shower, douche, change clothes or even brush your hair or teeth, as physical
evidence may be lost. If possible, stay in the clothes you were wearing at the time of the
sexual assault. Other examples of relevant evidence include electronic communications (e.g.,
e-mails, Twitter, Instagram and text messages), photographs, clothing, bedding, and medical
information. The Cazenovia Police Department can also assist in securing an appropriate
medical examination (i.e. a rape kit) by a Sexual Assault Nurse Examiner.
Additionally, orders of protection and other forms of legal protection may be available to
individuals who have experienced or are threatened with violence by a Cazenovia College
community member or other person. In appropriate circumstances, an order of protection may
be available that restricts the accuseds right to enter or remain on College property, and the
College will abide by a lawfully issued order of protection. College officials will, upon
request, provide reasonable assistance to any member of the campus community in obtaining
an order of protection or, if outside of New York State, an equivalent protective or restraining
order, including providing that person with:
a copy of an order of protection or equivalent when received by the College and
providing that person with an opportunity to meet or speak with a College
representative, or other appropriate individual, who can explain the order and
answer questions about it, including information from the order about the other
persons responsibility to stay away from the protected person or persons;
an explanation of the consequences for violating these orders, including but not
limited to arrest, additional conduct charges, and interim suspension; and
assistance in contacting local law enforcement to effect an arrest for violating
such an order of protection.
Any internal College investigation and/or hearing process will be conducted concurrently
with any criminal justice investigation and proceeding that may be pending. Temporary
delays in the Colleges internal process may be requested by local law enforcement
authorities for the purpose of gathering evidence. Any requested temporary delay shall not
last more than ten (10) days, except when local law enforcement authorities specifically
request and justify a longer delay. The College will cooperate with any criminal proceedings
as permitted by law.
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Reporting individuals should understand that not all sexual misconduct under this policy is a
crime and that the standard law enforcement employs in processing complaints is different
than the Colleges standard under this policy. Questions about whether incidents violate
criminal laws and how the criminal process works should be directed to law enforcement
officials or the Madison County District Attorney.
Note: The criminal process is separate from the Cazenovia College disciplinary process. A
Complainant can pursue one or both options. The Title IX Coordinator or Campus Safety
can provide a victims with information concerning their options and rights and will assist
them in making reports to law enforcement.
VI.
Interim Measures/Accommodations
The College may implement interim measures and/or accommodations in order to immediately respond to
a situation. These measures are to protect individuals as soon as a report is made to the College. Interim
measures mean action can be taken even before a judicial process has finished. Upon receipt of a report
of sexual misconduct, the College can impose reasonable and appropriate interim measures designed to
eliminate the reported hostile environment and protect the parties involved. Interim measures may be
imposed regardless of whether formal disciplinary action is being pursued by the Complainant or the
College.
Interim measures may include, but are not limited to:
Access to counseling services and assistance in accessing available resources both on and off
campus such as mental health counseling, physical health care providers, and victim advocacy
services.
Imposition of an on-campus no contact order
Change in academic, housing, employment, transportation or other circumstances
Assistance from the College staff in completing housing relocation
Measures to enhance the Complainants safety or the safety of the campus community (e.g.,
escorts or increased monitoring of an area)
Suspension from the campus or parts of the campus
Academic accommodations such as assignment rescheduling, taking an incomplete in a class,
transferring class sections, temporary withdrawal, alternative course completion options, etc.
Upon request, the Complainant or accused may request a prompt review of the need for and terms of any
interim measures and accommodations imposed or requested that directly affects him/her, including the
potential addition, modification or elimination of those measures. Such a request may be made by
submitting a written request for review to the Title IX Coordinator, providing the basis for that request
and any evidence in support of the request. Upon receipt of such a request, the Title IX Coordinator will
inform the other party of the request and allow the other party to respond, including submitting evidence
if desired. The Title IX Coordinator may, in his/her discretion in consultation with the Dean for Student
Life or external counsel, may modify or suspend the interim measures or accommodations on a temporary
basis while the parties are submitting their information and responses. The Title IX Coordinator will
respond to any such requests as soon as possible, but generally no later than one calendar week of the
request and the parties submission of any evidence.
When a student accused of sexual assault, domestic or dating violence or stalking is determined to present
a continuing threat to the health and safety of the campus community, he or she is subject to interim
suspension pending the outcome of any proceedings under this policy. Both that student and the subject of
any such misconduct will, upon written request, be afforded an opportunity for a review of the need for
and terms of an interim suspension, including potential modification, by submitting a written request to
the Title IX Coordinator, providing the basis for that request and any evidence in support. When the
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accused is not a student, but is a member of the College community, he or she is subject to interim
suspension and College employment policies and practices.
VII. Confidentiality
How Confidentiality and Decisions About Taking Action Are Handled
A report to a College official may or may not lead to an investigation or disciplinary action. The decision
about what action(s) to take depends on many factors, including the Complainants wishes, particularly in
cases of sexual assaults or other sexual offenses. A Complainant may wish to have his/her identity as the
Complainant kept confidential or request that no investigation into a particular incident be conducted or
disciplinary action taken. The College must weigh that request against the Colleges obligation to provide
a safe, non-discriminatory environment for the campus community. Cazenovia College endeavors to
honor Complainants wishes with respect to confidentiality and/or whether responsive action is taken.
However, that is not always possible.
If the College honors the request for confidentiality, a Complainant must understand that the Colleges
ability to meaningfully investigate the incident and pursue disciplinary action against the alleged
perpetrator(s) may be limited.
When weighing Complainants request for confidentiality or that no investigation or discipline be
pursued, the College will consider a range of factors, including the following:
o whether there have been other sexual violence complaints about the same alleged
perpetrator;
o whether the alleged perpetrator has a history of arrests or records indicating a history of
violence;
o whether the alleged perpetrator threatened further sexual violence or other violence
against the victim or others;
o whether the sexual violence was committed by multiple perpetrators;
o whether the sexual violence was perpetrated with a weapon;
o whether the victim is a minor;
o whether the College possesses other means to obtain relevant evidence of the sexual
violence (e.g., security cameras or personnel, physical evidence);
o whether the victims report reveals a pattern of perpetration (e.g., via illicit use of drugs
or alcohol) at a given location or by a particular group.
The presence of one or more of these factors could lead the College to investigate and, if appropriate,
pursue disciplinary action. If, for example, the College has credible information that the alleged
perpetrator has committed one or more prior rapes, the balance of factors would compel the College to
investigate the allegation and, if appropriate, pursue disciplinary action. Decisions with respect to
whether a request for confidentiality can be honored will be made by a Responsible Administrator. If the
College determines that it cannot maintain a Complainants confidentiality, the College will inform the
Complainant prior to starting an investigation.
VIII. Investigation Procedures
If a report appears to allege a plausible violation of this policy, the College will conduct an investigation.
An investigation may occur because a Complainant wishes to proceed with a complaint, or because the
College determines that this is necessary despite the wishes of the Complainant.
Formal investigations are necessary for campus disciplinary proceedings and those conducted with
willing participants provide the most thorough and effective process. The investigation will be performed
by an appropriate, trained investigator(s) appointed by the Title IX Coordinator.
The investigator(s) may interview the Complainant, the accused, witnesses, any parties with potentially
27
relevant information, review video footage, and investigate any other appropriate avenues that may
provide pertinent information. The Complainant and Respondent will be given an equal opportunity to
present separately information in the context of the investigation and to request that witnesses having
relevant information be included in the investigation process. The investigator(s) retains discretion to
determine the order and method of investigation and what, if any, witnesses will be interviewed as part of
the investigatory process. The Complainant and Respondent will have the right to have irrelevant
information concerning their character or other past incidents not directly related to the complaint
excluded from the investigation. In addition, both the Complainant and Respondent shall have the right
to exclude their own prior sexual history with persons other than the other party or their own mental
health diagnosis and/or treatment from admittance in any disciplinary proceeding held under this policy.
Information will be obtained from each party separately. The investigator(s) will keep both the
Complainant and the Respondent apprised of their rights and the status of the investigative process.
At the conclusion of the investigation, the investigator(s) will issue a written investigatory report to the
Title IX Coordinator (or the Dean for Student Life in cases involving students) that sets forth a summary
of the facts discovered during the investigation, an assessment of the credibility of the Complainant,
Respondent and/or witnesses (as relevant) and the investigators recommendation as to responsibility
based on a preponderance of the evidence.
All individuals involved in an investigation and/or adjudication process will be informed of the
importance of confidentiality and asked to sign a confidentiality statement. Conversations and
information that result from an investigation or disciplinary proceeding are private and should not be
shared outside the approved process outlined in this policy.
Informal Resolution
In some cases, an informal resolution may be appropriate. Mediation is one form of informal resolution.
Informal resolution may be appropriate in instances of more minor acts of insensitivity or
misunderstandings. Serious sanctions, such as suspension, expulsion dismissal or termination, are not
possible as a result of the informal resolution process, but lesser sanctions may be agreed to.
A person who desires informal resolution should contact the Title IX Coordinator. Informal resolution
must be agreed upon by both parties, and the Title IX Coordinator must agree that it is appropriate.
Informal resolution is not appropriate in cases of sexual assault or sexual violence of any kind. In the
event mediation is used, the Title IX Coordinator will select a mediator. The mediation must be
conducted by a third-party; mediation between just the Complainant and Respondent is not acceptable. A
campus mediator will begin mediation efforts promptly and will report to the Title IX Coordinator that the
mediation occurred. At any time during the mediation process the Complainant or the Respondent has the
right to terminate the process and proceed to an investigation.
If the parties reach agreement and this agreement is deemed by the College to be appropriate, the informal
resolution is considered successful. Both parties will sign a statement agreeing that the informal
resolution was successful, and the matter will be considered resolved. If the informal resolution is
unsuccessful, the Complainant can proceed with a formal complaint. A copy of the signed statement will
constitute the record of the informal resolution. If a party with obligations pursuant to an informal
resolution fails in his/her obligations, the other party may ask the College to enforce the terms of the
resolution or may proceed with a formal complaint process.
IX. Adjudication Procedures
This policy applies campus-wide and sets forth the behavioral expectations for all. However, the
applicable disciplinary procedure that will be applied in a particular case depends on whether the accused
is a student, faculty member, employee, or a non-community member. The following disciplinary
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procedures will apply:

A complaint against a faculty member will be processed in accordance with the Employee
Handbook and any other applicable College policies and procedures, such as the Faculty
Handbook.
A complaint against a College employee will be processed in accordance with the procedures set
forth in the Employee Handbook.
A complaint against a non-community member (e.g., a visitor, an alum, a vendor, etc.) will be
investigated but no formal policy or procedure applies. The College may opt to ban the noncommunity member from College property or take other appropriate responsive measures. The
Complainant and Respondent will be notified in writing of the outcome of such a complaint.
A complaint against a student will be processed in accordance with the procedures set forth
below. See Procedures for Student Cases.
A non-member of the campus community may make a report that a College community member has
violated this policy. A non-community members complaint will be processed in accordance with the
applicable disciplinary procedure (above).
Notwithstanding anything to the contrary in any other policy or procedure, in any case involving a
decision regarding an alleged violation of this policy, the following shall apply:
At their own expense, both the Complainant and the accused each may have an advisor of choice
present during the investigatory and disciplinary proceeding and any related meeting. In cases
involving sexual assault, domestic violence, dating violence or stalking, the advisor may be an
attorney. Investigations and/or disciplinary hearings will not be delayed based on the availability
of a partys desired advisor.
The Complainant and Respondent will have an equal opportunity to present relevant information
and evidence.
The College endeavors to complete the investigatory and disciplinary process within sixty (60)
days of the date the College received the complaint, but this timeframe may be extended if
necessary under the circumstances, such as where there are multiple complainants and/or
respondents, where delays are necessitated by involvement of local law enforcement, College
breaks or other reasons of unavailability.
Both parties will receive simultaneous written notice of outcomes of all disciplinary proceedings,
to the extent permitted by law, via the method the Complainant and Respondent have indicated on
record as the best method of notification (ie. campus email via read receipt, campus mail via
delivery signature, home address via certified mail, etc.).
Procedures for Student Cases (See the Student Handbook)
X.
Sanctions
The sanction(s) for a violation of this policy will be based on a consideration of all of the circumstances,
including the severity of the conduct and the Respondents disciplinary history. The range of sanction(s)
imposed may include, but are not limited to, any one or more of the following:
Written Warning
Additional Educational Requirements and/or Community Service
Removal of Housing or Other Privileges
Loss of Attendance and/or Participation Privileges for Social Functions or College Programs
Probation
Suspension
Dismissal
Letter of Censure
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Letter of Reprimand (employee)

Change of Job Assignment and/or Work Location (employee)
Demotion or reduction in pay (employee)
Termination (employee)
If the conclusion reached is that there has been no violation of this policy but other inappropriate conduct
has occurred, the College retains the right to address that inappropriate behavior in accordance with
College policy and practice.
For those crimes of sexual violence that Cazenovia College is required by federal law to include in its
Annual Security Report, the transcripts of students found responsible after a hearing and appeal, if any,
shall include the following notation:
Suspended after a finding of responsibility for a code of conduct violation;

Expelled after a finding of responsibility for a code of conduct violation; or
Withdrew with conduct charges pending
Cazenovia College reserves the right to prohibit withdrawal of a Respondent until the conclusion of all
College judicial proceedings. Transcript notations for suspensions may be removed at the discretion of
the College, but no earlier than one (1) year after the conclusion of the suspension. Transcript notations
for student dismissal shall not be removed.
XI.
Standard of Proof
The standard used for all investigatory and disciplinary proceedings under this policy will be a
preponderance of the evidence, meaning that it is more likely than not that an allegation is true.
XII.
Time Limits
There is no time limit for reporting sexual misconduct. However, services may be the most effective when
incidents are reported immediately. The passage of time may make effective responsive action difficult.
Further, if the Respondent is no longer a member of the College community, the Colleges ability to
respond may be limited. It is at the discretion of the Title IX Coordinator to determine the action the
College will take concerning complaints which are filed after a substantial amount of time has passed.
Individuals are encouraged to bring complaints forward in a timely manner.
XIII. Retaliation
The College prohibits retaliation against any individual who files a good-faith complaint of sex
discrimination, sexual harassment, sexual assault or any other form of sexual misconduct or assists or
participates in good-faith in any manner in any investigation or proceeding conducted pursuant to this
policy by the College or by an external agency. Any such acts of retaliation should be reported promptly
to the Title IX Coordinator, either of the Deputy Title IX Coordinators, the Director of Campus Safety, or
the Dean of Student Life. Any retaliation is subject to disciplinary action, up to and including
dismissal/termination. Complaints of retaliation under this policy will be handled pursuant to the
applicable disciplinary procedures (above) and any other applicable disciplinary procedures as stated in
the Employee Handbook and/or Student Handbook Code of Student Conduct.
XIV. Amnesty
The health and safety of every student at Cazenovia College is of utmost importance. Cazenovia College
realizes that students who have been drinking and/or using drugs (whether such use is voluntary or
involuntary) at the time that violence, including but not limited to domestic violence, dating violence,
stalking or sexual assault occurs may be hesitant to report such incidents due to fear of potential
consequences for their own conduct. Cazenovia College strongly encourages students to report domestic
violence, dating violence, stalking, or sexual assault to College officials. A bystander acting in good faith
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or a reporting individual acting in good faith that discloses any incident of domestic violence, dating
violence, stalking or sexual assault to College officials or law enforcement will not be subject to
Cazenovia Colleges code of conduct action for violations of alcohol and/or drug use policies occurring at
or near the time of the commission of the domestic violence, dating violence, stalking or sexual assault.
XV.
Prevention and Education
Cazenovia College has implemented an extensive Primary Prevention program and an Ongoing
Awareness & Prevention Campaign in an effort to prevent incidents of sexual misconduct and to educate
the campus community. These educational programs include, but are not limited to, training on bystander
intervention, sexual violence awareness and the reporting and investigation procedures of this policy.
Public awareness events such as Take Back the Night, the Clothesline Project, candlelight vigils,
protests, survivor speak outs or other forums in which students disclose incidents of sexual violence,
are not considered notice to the College of sexual misconduct for purposes of triggering its obligation to
investigate any particular incident(s). Such events may, however, inform the need for further campuswide education and prevention efforts, and the College will provide information about individuals Title
IX rights at these events.
XVI. Training
Cazenovia College is committed to ensuring all responsible administrators and
individuals involved in investigating and/or adjudicating alleged violations of this
policy will receive annual training on relevant topics, including discrimination,
harassment, sexual misconduct, stalking, domestic violence, and dating violence
and how to conduct investigations and disciplinary proceedings that protect the
safety and respectful treatment of all parties and promote accountability to the
College community. The Title IX Coordinator assures that training programs are
conducted in collaboration with external experts as necessary.
XVII. Coordination with Other Policies
A particular situation may potentially invoke one or more College policies or processes. The College
reserves the right to determine the most applicable policy or process and to utilize that policy or process.
XVIII. Clery Act Compliance
The College is required to include for statistical reporting purposes the occurrence of certain incidents in
its Annual Security Report (ASR). Names of individuals involved in incidents are not reported or
disclosed in ASRs.
Federal Timely Warning Reporting Obligations
Victims of sexual misconduct should also be aware that College administrators must issue timely
warnings for incidents reported to them that pose a substantial threat of bodily harm or danger to
members of the campus community. In such circumstances, the name of the alleged perpetrator may be
disclosed to the community, but the name of the victim/Complainant will not be disclosed.
XIX. Policy Compliance
Any person with a concern about the Colleges handling of a particular matter should contact the Title IX
Coordinator, Janice Romagnoli, at jaromagnoli@cazenovia.edu. The U.S. Department of Education,
Office for Civil Rights is a federal agency responsible for ensuring compliance with Title IX. OCR may
be contacted at 400 Maryland Avenue, SW, Washington, DC 20202-1100 or (800)421-3481.
XX.
Students Bill of Rights (See Student Handbook)
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EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION POLICY

Cazenovia College operates in accordance with Title IX of the Education Amendments of 1972 and the
Rehabilitation Act of 1973, Title VII of the Civil Rights Act of 1964, as amended, and all other
appropriate civil rights laws and regulations. The College does not discriminate on the basis of race,
creed, religion, sex/gender, sexual orientation, age, marital status, ancestry, national or ethnic origin,
physical or mental disability, citizenship, military status, domestic violence victim status, genetic
predisposition or carrier status, or any other basis protected by federal, state, or local law in the
administration of its employment practices or in the educational programs or activities that it offers. This
policy applies to actions related, but not limited to, recruitment, employment, upgrading, promotions,
demotions, transfers, layoffs, disciplinary action, terminations, training, rates of pay, and/or other forms of
compensation. It is the intent of the College's employment and human resource management practices to
comply with all applicable federal, state, and local laws and regulations regarding nondiscrimination. The
College is committed to the use of Affirmative Action Principles and techniques in furtherance of its
Equal Opportunity Policy.
The College has established informal and formal mechanisms to provide appropriate consideration of any
complaint of discrimination. Inquiries and complaints should be addressed to the Director of Human
Resources, who serves as the College Affirmative Action Officer at: Office of Human Resources, 12
Liberty Street, Cazenovia, NY 13035.
Employees are encouraged to review Cazenovia College's Equal Opportunity Policy Statement. It is the
obligation of every employee in his/her area of responsibility to adhere to the spirit and the letter of the
policy. Copies are available in the Office of Human Resources.
DIVERSITY
It is the Colleges goal to offer a living, learning and working environment that is fully reflective of the
richness of society, and which is welcoming of human differences. The College is committed and
working to create an academic and co-academic climate that educates about and celebrates people with
diverse backgrounds, and to undertake outreach efforts toward students, faculty and staff to increase
diversity and inclusiveness in the community.
NONSEXIST LANGUAGE POLICY
The College, as an equal opportunity educational institution, is committed to both academic freedom and
the fair treatment of all individuals. It therefore discourages the use of sexist language. Language that
reinforces sexism can arise from imprecise word choices that may be interpreted as biased,
discriminatory, or demeaning even if they are not intended to be.
Each member of the College community is urged to be sensitive to the impact of language and to make a
personal commitment to eliminate sexist language. Supervisory personnel have a particular responsibility
to discuss this policy with faculty and staff to assure the dignity that all employees deserve. Complaints
about the use of sexist language should be directed to the appropriate Vice President or the Human
Resources Director.
AMERICANS WITH DISABILITIES ACT (ADA)
The Colleges goal is to provide access to students, faculty and staff to participate in the academic,
employment, cultural and recreational life of the College. Under College policy and Federal and State
laws, including the ADA, people with disabilities who are otherwise qualified are entitled to reasonable
accommodations that will allow them access to the Colleges programs, jobs, services and activities,
absent undue hardship on the College. Questions from students should be directed to the Director of the
32
Office of Special Services. Questions from all others, including qualified applicants or employees with a
disability who require accommodations in order to perform the essential functions of their jobs, should be
directed to the Director of Human Resources, in that persons capacity as Affirmative Action Officer.
DRUG-FREE CAMPUS
Cazenovia College seeks to maintain a work and educational environment that is safe for its employees
and students, and conducive to work standards that support an effective workforce. To that end, and in
accordance with the appropriate legislation (the Drug-Free Workplace Act and the Drug-Free Schools and
Communities Act Amendments of 1989), the College prohibits the unlawful manufacture, distribution,
conveyance, possession, sale, or purchase of controlled substances, including illegal drugs, designer and
synthetic drugs, prohibited drugs, and drug-related paraphernalia on College property (including private
vehicles), at College functions, or at any other time and place. Cazenovia College also prohibits the
possession or consumption of alcoholic beverages by any person under the age of 21. Alcoholic
beverages are not to be consumed on the campus during an employees workday, nor shall any employee
report to work in possession of or under the influence of alcohol or drugs. Included in this is the
unauthorized possession or consumption of alcoholic beverages immediately before or during scheduled
periods of work, including lunch and coffee breaks, or while on call. Violators of this policy will be
subject to disciplinary and/or legal action including, without limitation, termination of employment,
student dismissal, and/or criminal prosecution.
Cazenovia College stands willing to assist in the resolution of problems associated with the use of alcohol
and drugs, and encourages employees to seek medical help by contacting their private healthcare
provider. Conscientious efforts to seek such help will not jeopardize any employee's job, and will not be
noted in the main personnel records.
In accordance with Federal Law, any employee convicted of any statute dealing with a criminal drug
violation that has occurred on the College premises is required to notify the Director of Human Resources
within five (5) calendar days following such conviction. As applicable, Cazenovia College shall notify
the designated federal agency within ten (10) days after receiving a notice from an employee, student, or
law enforcement agency of a criminal drug statute conviction for a violation occurring on College
premises. Any person convicted for the use, manufacture, distribution, possession, transfer or sale of
illegal drugs on or off Cazenovia College premises may be subject to discipline up to and including
discharge. Compliance with the provisions of this policy shall be a condition of employment at
Cazenovia College.
NO SMOKING POLICY
Cazenovia College is committed to providing a safe and healthful environment for its staff and students,
and will endeavor to control involuntary exposures to the harmful substances produced by tobacco
smoking. Federal legislation and municipal by-laws have been enacted to regulate smoking in the
workplace and in post-secondary educational institutions. The College must comply with the law. In
addition, as an educational institution, the College should endorse practices that promote health, and
should provide leadership to the community by endeavoring to eliminate a controllable health hazard
from its property. It is the policy of Cazenovia College that smoking is prohibited in and on all College
property.
Enforcement
This policy applies to all users of Cazenovia College and its property to include employees, students,
vendors, contractors and visitors. All supervisors are responsible for the enforcement of this policy in the
same manner as other College policies and rules. Students will be sanctioned according to the Student
Code of Conduct. Employees will be subject to discipline, up to and including termination of
33
employment. Area supervisors will be notified. Campus Safety will, if necessary, enforce the No
Smoking Policy. Littering of cigarette butts will be considered a violation of the No Smoking Policy.
Education and Smoking Cessation Programs
Many smokers are still unaware of or do not accept important health risks related to smoking. The
College will undertake education efforts to inform members of its community as to the serious health
effects of direct and secondhand smoke. To assist staff members and students who wish to stop smoking,
the College will provide educational information. Medical care is available for smoking cessation and
counseling according to Campus Health Service policies.
SECURITY AND SAFETY IN THE WORKPLACE
Cazenovia College strives to provide a safe working environment, with your assistance. Please observe
safety regulations, wear safety or personal protective equipment if your job requires it, and immediately
report any unsafe condition or work procedure to your supervisor, the Campus Safety Department,
Physical Plant, or Human Resources. Failure to comply with rules and guidelines regarding safety and
security will not be tolerated and may result in discipline, up to and including termination of employment.
An Emergency Response Plan exists and is on file in each department and is posted on myCaz. Fire drills
and evacuations are conducted periodically on campus. All employees are expected to respond promptly
and appropriately to all fire alarms. Emergency exit routes are posted on each floor in each building. Ask
your supervisor for information if you are uncertain about the route in your work area.
You are expected to cooperate in securing Cazenovia College property. Please make sure that you
properly lock doors and windows in your work area. If you see anything that might present a security risk,
such as a broken window, an unlocked door that should be locked, or someone acting suspiciously, please
report it immediately to the Campus Safety Department. If you have been issued building or departmental
keys, you must not lend them to anyone without permission from your supervisor. Only the Campus
Services Department may make copies of keys to Cazenovia College property.
All employees are expected to secure their personal valuables. Be careful not to leave items such as
purses, wallets, or jewelry unsecured. Report any suspected theft immediately to the Campus Safety
Department. Escort services are available twenty-four (24) hours a day, seven days a week through the
Campus Safety Department. Call extension 7271.
UNESCORTED VISITORS
To ensure the safety of our community, visitors and outside service providers who will be on campus for
more than a few hours or moving about unescorted for any part of their visit (especially if it involves
going into residence halls, offices or classrooms) will be asked to wear a Visitor Pass while on campus.
To obtain a pass, employees must have visitors check in with Campus Safety on the day of their visit or
the employee host may pick up a pass prior to the visitors arrival (students visitors will be checking in at
the appropriate residence hall office and will be exempt from wearing a pass). The Visitor Pass should be
displayed at all times while the visitor is on campus. The pass should be returned to Campus Safety upon
leaving.
EXPOSURE CONTROL POLICY

Cazenovia College is committed to providing a safe work environment for its employees. The Exposure
Control Plan (ECP) exists to assist the College in providing that safe environment and to guide employees
in personal safety on the job. The ECP is included with the Emergency Response Plan, which is posted in
MyCaz.
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The Occupational Safety and Health Administration (OSHA) established regulations in 1992 to help
protect workers from exposure to bloodborne diseases within their work environment. The applicable
standard is Bloodborne Pathogens, 29 Code of Federal Regulations (CFR) Section 1910.1030. Human
Immunodeficiency Virus (HIV) and Hepatitis B Virus (HBV) are serious conditions that workers may be
exposed to in the workplace. Hepatitis B vaccination is covered by the College. Please refer to the ECP
for additional information.
The Director of Human Resources, in collaboration with the Director of Health Services, will maintain
and update the ECP annually and whenever necessary to include new or modified tasks, procedures,
regulations, or technology. A copy of the ECP is kept in the Human Resources and Health Services
policies and procedures manuals, as well as in the Campus Services Safety Office. A separate
departmental Exposure Control Plan (ECP) is maintained by Campus Health Services for its employees.
WORKPLACE VIOLENCE POLICY
Statement of Policy
Cazenovia College is committed to providing a safe work environment free from violence, threats and
harassing behavior against all employees, students, visitors and contractors. Acts or threats of physical
violence, including intimidation, harassment, and/or coercion, that involve or affect the College or that
occur on College property or in the conduct of College business off College property, will not be
tolerated. This prohibition against threats and acts of violence applies to all persons involved in the
Colleges operations, including, but not limited to, faculty, students, employees, visitors, contract
workers, temporary employees, and anyone else on College property or conducting College business off
the Colleges property. Violations of this policy, by any individual, may lead to disciplinary and/or legal
action as appropriate.
This policy is intended to bring the College into compliance with existing legal provisions requiring
employers to provide a safe workplace; it is not intended to create any obligations beyond those required
by existing law.
Definitions
Workplace violence is any intentional conduct that is sufficiently severe, offensive, or intimidating to
cause an individual to reasonably fear for his or her personal safety or the safety of his or her family,
friends, and/or property such that employment conditions are altered or a hostile, abusive, or intimidating
work or learning environment is created for one or more College employees or students. Workplace
violence may involve any threats or acts of violence occurring on College premises, regardless of the
relationship between the College and the parties involved in the incident. It also includes threats or acts
of violence that affect the business interests of the College or that may lead to an incident of violence on
College premises. Threats or acts of violence occurring off College premises that involve employees,
students, agents, or individuals acting as a representative of the College, whether as victims of or active
participants in the conduct, may also constitute workplace violence. Specific examples of conduct that
may constitute threats or acts of violence under this policy include, but are not limited to, the following:
a. Threats or acts of physical or aggressive contact directed toward another individual;
b. Threats or acts of physical harm directed toward an individual or his/her family, friends,
associates, or property;
c. The intentional destruction or threat of destruction of College property or another employee,
student or visitors property;
d. Harassing or threatening phone calls;
e. Surveillance;
f. Stalking;
g. Veiled threats of physical harm or similar intimidation; and
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h. Any conduct resulting in the conviction under any criminal code provision relating to violence or
threats of violence that adversely affects the Colleges legitimate business and educational
interests.
Workplace violence does not refer to occasional comments of a socially acceptable nature. These
comments may include references to legitimate sporting activities, popular entertainment, or current
events. Rather, it refers to behavior that is personally offensive, threatening, or intimidating.
Enforcement
Any person who engages in a threat or violent action on College property may be removed from the
premises as quickly as safety permits and may be required, at the Colleges discretion, to remain off
College premises pending the outcome of an investigation of the incident. When threats are made or acts
of violence are committed by an employee, a judgment will be made by the College as to what actions are
appropriate with respect to that employee, including potential medical evaluation and/or disciplinary
action up to and including discharge. Important Note: The College will make the sole determination of
whether, and to what extent, threats or acts of violence will be acted upon by the College. In making this
determination, the College may undertake a case-by-case analysis in order to ascertain whether there is a
reasonable basis to believe that workplace violence has occurred. No provision of this policy alters the
at-will nature of employment at the College;
Listed are the different policies to reference in the event of an emergency:
Your Personal Guide to Cazenovia College Campus Safety and Security. A hard copy is available
at the Campus Safety Office or on myCaz by clicking Campus Resources, Campus Safety, Safety
Policies and then click the hyperlink located at the bottom of the page.
Anti-Harassment and Anti-Discrimination Policy, Employee Handbook, page 13.
Code of Conduct/Employee Misconduct Policy, Employee Handbook, page 49.
Weapons Possession Policy, Employee Handbook, page 37.
Emergency Response Plan. A copy can be found on myCaz. For your own copy please contact
Human Resources or Campus Safety.
For immediate assistance please contact Campus Safety at 315-655-7271 from a non-campus phone or
7271 from any campus phone. In case of an emergency, dial 911.
WEAPONS POSSESSION POLICY
A weapon means any deadly weapon as described in the New York State Penal Law, Articles 10 and 265
and shall include any firearm, switchblade knife, gravity knife, pilum ballistic knife, metal knuckle knife,
dagger, billy, blackjack, plastic knuckles or metal knuckles. Also included are dangerous instruments
which are described as any instrument, article or substance, including a vehicle which, under the
circumstances in which it is used, attempted to be used or threatened to be used, is readily capable of
causing death or other serious physical injury. (New York State Penal Law Article 10). Additional
prohibited weapons include any instrument capable of firing a projectile including, but not limited to, air
guns and paint ball guns, chemical weapons, including mace and pepper spray, any other substance or
device designed to harm or incapacitate, and any folding knife with a blade length in excess of 3 inches.
Unauthorized use, possession, manufacture or storage of any type of weapon on any Cazenovia College
property or vehicle is strictly prohibited. Firecrackers, fireworks, flares, flammable liquids, gases, and
other explosives materials/devices are also prohibited on campus. Students found in possession of such
items may face immediate suspension, or dismissal, according to the Student Handbook. Employees in
possession of such items are subject to immediate discharge or termination of employment.
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CONFIDENTIALITY
You are expected to respect the confidentiality of information to which you have access as an employee of
Cazenovia College. Its disclosure may be cause for discipline, up to and including dismissal. Salaries and
student information are two examples of confidential information. Check with your supervisor if you are
uncertain whether something is confidential. All employees are required to sign the Confidentiality
Statement, which details the terms of protecting confidential information.
COMPUTER USE (APPROPRIATE USE OF TECHNOLOGY)
Cazenovia College provides access to appropriate computer systems to support employees' assigned job
responsibilities. Information and Communications Technology (ICT) has responsibility for operating a
variety of services for employees and students, and for doing so efficiently, correctly, and securely. The
College does not ensure privacy of its electronic communication systems for its employees. The systems,
owned and maintained by the College, may from time to time be monitored and accessed by ICT.
Employees are expected to use the technological resources of the College in an ethical manner, and to
adhere to high moral, legal, and professional standards. Unacceptable use of Cazenovia Colleges
electronic communication systems includes:
Attempting to access password-protected systems for which you do not have an assigned
password.
Sharing your password(s) or PIN with anyone. Each employee is responsible for all actions
performed on his/her account and is expected to take precautions necessary to prevent its
unauthorized use.
Attempting to access personal or confidential information unless authorized to do so. Employees

are expected to respect the privacy rights of others, to not disclose confidential information
without permission of the owner, and to use data for legitimate administrative and academic
purposes only.
Impersonating other individuals or misrepresenting yourself in any way when using College
technological resources.
Using computers, computer networks, data, and other College technological and information
resources to harass, threaten, defame, or otherwise cause harm or damage to another person,
institution, or constituency within or outside the College community.
Compromising compliance with the copyright laws and provisions of the licensing agreements
that apply to software, printed and electronic materials, graphics, multimedia, and all other
technological resources licensed and/or purchased by the College or accessible over network
resources provided by the College.
Creating, installing, or disseminating software (e.g., viruses, Trojan horses) or communication

(e.g., chain letters, broadcast messages) that may disrupt, overcrowd, or otherwise harm or
degrade College technological and information resources.
Using ICT services to support inappropriate activities on any network, even if the activities don't
interfere directly with ICT services. ICT will pursue allegations of inappropriate network
activities with the utmost diligence.
Using ICT technology, services, network, or supplies for personal gain, or for promoting personal
interests or disseminating information that is contrary to the mission and objectives of the
College.
The College regards the improper or unauthorized use of a computer or computer network, including
actions such as invasion of privacy, conversation, trespassing, fraud, or pirating as illegal under federal
37
law. Failure to abide by this policy will result in discipline, up to and including termination of
employment.
ELECTRONIC COMMUNICATION POLICY
The Colleges electronic communication systems such as voicemail, e-mail, Web site, computers
(desktop, laptop, iPads, tablets, etc.), mobile devices (smartphones, blackberrys, PDAs, etc.), network
and Internet access systems, both internal and external, are to be used primarily to advance the Colleges
mission of education, research, and public service. The College recognizes that academic freedom is an
essential aspect of the Colleges mission and will interpret and carry out this policy so as to respect that
principle. Communications transmitted through these systems should have a legitimate College-related
business purpose. These electronic communications resources may only be used for legal purposes and
may not be used in any manner or for any purpose that is illegal, dishonest, disruptive, threatening,
damaging to the reputation of the College, inconsistent with the mission of the College, or likely to
subject the College to liability.
The use of College electronic communications systems or facilities for private or personal commercial
purposes is strictly prohibited, including any sort of non-College related solicitation. The College
acknowledges that occasionally employees, faculty, student-employees, and other end-users use College
electronic communications systems assigned to them for non-commercial, personal use. Such occasional
non-commercial uses are permitted if they are not excessive, do not interfere with the performance of the
employee or faculty members duties, do not interfere with the efficient operation of the College or its
electronic communications resources, and are not otherwise prohibited by this policy or any other College
policy or directive. However, employees should have no expectation of privacy in any messages
generated in, or sent or received through, the Colleges electronic communications systems. All such
messages are subject to review, as noted below.
The Colleges existing policies prohibiting discrimination and harassment apply to the use of all College
electronic communications systems. Therefore, the electronic communications systems are not to be used
in any way which has the effect of unreasonably interfering with anyone elses educational or work
performance or which creates a discriminatory, intimidating, hostile, or offensive educational or work
environment (whether or not based upon race, color, gender, disability, religion, national origin, sexual
orientation, age or any other characteristic protected by applicable law). Sending unwanted and/or
offensive e-mail messages may constitute harassment. Impermissible harassment also includes making
unwelcome sexual advances and requests for sexual favors.
The electronic communications systems also shall not be used to post or send obscene, pornographic,
sexually explicit, or offensive material unconnected to an employees job responsibilities, academic
performance, or scholarly pursuits. Nor shall the electronic communications systems be used to commit
fraud or misrepresentation, to libel or slander anyone, or to facilitate any unauthorized copying or
transmission of copyright protected materials. In addition, employees should not attempt to disrupt
electronic communications, to violate computer system security, or to gain access to another employees
personal electronic files or e-mail messages without the latters expressed permission.
Policy Violation Examples
Violations of this policy may involve the use of electronic communications to:
Harass, threaten, or otherwise cause harm to a specific individual(s), whether by direct or indirect
reference
Sending, saving or viewing offensive material (i.e., sexual comments, jokes or images, racial
slurs, gender-specific comments, or any comments, jokes or images that would offend someone
on the basis of his or her race, ethnicity/national origin, religion, gender, pregnancy, sexual
orientation, age, or any other characteristic protected by applicable law
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Sending repeated and unwanted (harassing) communication by electronic mail or other electronic
communications that is sexual in nature
Sending repeated and unwanted (harassing) communication by electronic mail or other electronic
communications that is motivated by race, ethnicity/national origin, religion, gender, pregnancy,
sexual orientation, age, or any other characteristic protected by applicable law
Posting or otherwise disseminating personal or sensitive information about an individual(s)
Impede, interfere with, impair, or otherwise cause harm to the activities of others
Propagating electronic chain mail
Interfering with freedom of expression of others by "jamming" or "bombing" electronic

mailboxes
Forging, fraudulently altering, or falsifying electronic mail headers, electronic directory

information, or other electronic information generated as, maintained as, or otherwise identified
as College records in support of electronic communications
Using electronic communications to forge an academic document
Using electronic communications to hoard, damage, or otherwise interfere with academic

resources accessible electronically
Using electronic communications to steal another individual's works, or otherwise misrepresent

one's own work
Using electronic communications to collude on examinations, papers or any other academic work
Using electronic communications to fabricate research data.
Download or post to College computers, or transport across College networks, material that is
illegal, proprietary, in violation of College agreements, or otherwise is damaging to the institution
Electronically distributing or posting copyrighted material in violation of license restrictions or
other contractual agreements
Launching a computer worm, computer virus or other rogue program
Downloading or posting illegal, proprietary or damaging material to a College computer
Transporting illegal, proprietary or damaging material across Cazenovia's networks
Harass or threaten classes of individuals

Posting hate speech regarding a group's race, ethnicity, religion, gender, sexual orientation, age or
any other basis protected by applicable law.
The network administrators perform periodic security and maintenance checks of the College electronic
communications systems, facilities, and other computing resources. As a matter of routine system
maintenance, the College may store electronic communications on magnetic media for a period of time
after the communication is created. The College may override any applicable passwords or codes to
inspect, investigate, or search an employees files or messages. All passwords must be made available to
the College upon request.
The College cherishes the diversity of values and perspectives in an academic institution and so is
respectful of freedom of expression. The College does not condone censorship, nor does it endorse the
inspection of electronic files unless necessary. Nevertheless, all information, including e-mail messages
and filed, that is created, sent or retrieved over the Colleges electronic communication systems is the
property of the College, and should not be considered private or confidential. Employees have no right to
privacy as to any information or file transmitted or stored through the Colleges electronic communication
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systems. The College reserves its right to monitor, inspect and examine any of its owned or operated
electronic communication systems, electronic resources, and/or files or information contained therein
without prior notice. The contents of any electronic resource, message, and/or files or information, which
has been inspected under this policy, will not be used or disseminated more widely than is necessary.
However, all information, including text and images, may be disclosed to law enforcement or to other
third parties without prior consent of the sender or the receiver. Employee use of the Colleges
electronic communication systems constitutes consent to the Colleges accessing, intercepting,
monitoring, and disclosure of any matter stored in, create, received or sent over these resources.
Violation of any portion of this electronic communications policy may result in disciplinary action, up to
and including termination of employment.
The College may restrict the use of its computers and network systems for electronic communications, in
response to complaints presenting evidence of violations of other College policies or codes, or state or
federal laws. Specifically, the College reserves the right to limit access to its network through Collegeowned or other computers, and to remove or limit access to material posted on College-owned computers.
The restrictive actions pertaining to this policy conform to the Electronic Communication Privacy Act of
1986. In exceptional cases, the network administrator may detect evidence of a violation while
performing his or her duties operating or maintaining a system. In such instances, the system or network
administrator will contact the Office of Human Resources for further guidance.
The policy on Fair Use and Copyright protection is on file in MyCaz Academic Affairs Resources.
Reporting Violations
If you believe that a violation of this policy has occurred, contact Human Resources in accordance with
procedural guidelines. If an individual's health or safety appears to be in jeopardy, please contact College
Health Services and/or the Cazenovia College Safety Department.
SOCIAL MEDIA POLICY
Social Media sites and platforms are fundamentally changing the way that some members of our College
community interact with each other and with the College itself. Social Media is an umbrella term that
defines the various activities that integrate technology, social interaction, and the construction of words,
pictures, videos, and audio, and includes blogs, Facebook, Twitter, LinkedIn, Google+ and similar tools.
The absence of, or lack of, explicit reference to a specific social networking tool does not limit the extent
of the application of this policy. Cazenovia College is continually exploring how best to integrate these
social media sites into our suite of communications and how to participate in this world of social
exchange. Currently, the College maintains a presence on several popular social media Web sites,
including Facebook, Twitter, Instagram, LinkedIn, Pinterest, Snapchat, Google+, and YouTube.
Cazenovia Colleges pages or profiles on these social media sites are considered official College
communications. To view all official College social media sites, visit: www.cazenovia.edu/social
There are several things you should keep in mind when posting to a social media site.
1) Before creating a separate social media presence for your office or administrative department,
consider whether you would be better served by working with the Office of Communications to
utilize Cazenovias primary social media presence. If you create a separate social media
presence, notify the Colleges Office of Communication.
2) Respect College time and property Cazenovia Colleges technology infrastructure (including,
but not limited to, computers, printers, and network) and time on the job are reserved for Collegerelated business as approved by supervisors.
3) Realize your posts are public You should consider that whatever you post on a social media site
will instantly become public. Anyone with access to the Web may be able to review your activity
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on social media sites. Please be aware of and make use of applicable privacy settings. However,
be mindful that, regardless of how careful you are in establishing privacy, your content can easily
be made available to those outside of your preference settings.
4) Be transparent It should be obvious that you work for the College if you are posting as part of
your job. If you are posting about Cazenovia College, you are required to identify your
connection to the College. You need to be authentic and credible.
5) Keep confidential matters private Do not post proprietary information about Cazenovia College,
including information about students, alumni, or employees.
6) Comply with legal obligations and College policies Be aware that all legal guidelines, such as
FERPA, and College policies, including, but not limited to, those concerning harassment and
discrimination, confidentiality, and use of technology, are also applicable in the social media
space.
7) Respect copyright and fair use When posting, be mindful of and act in accordance with the
copyright and intellectual property rights of others and of Cazenovia College.
8) Do not use Cazenovia Colleges logos or watermarks for endorsements Do not use the
Cazenovia logo or any other College images on personal social media sites. Do not use
Cazenovia Colleges name to promote a product, cause, or political party or candidate.
9) Be aware of liability You are legally liable for what you post on your own site and the site of
others. Individual bloggers have been held liable for commentary deemed to be proprietary,
copyrighted, defamatory, libelous or obscene (as defined by the courts).
10) Be a respectful community member When you find yourself disagreeing with others, keep your
comments appropriate and polite. If you find yourself in a position where the communications
become antagonistic, avoid becoming defensive. Ask the Office of Communications for advice
on handling sensitive issues and topics.
11) Represent Cazenovia College properly if you are authorized to post on College-approved social
media sites Make sure that your supervisor or faculty member has authorized you to post about
Cazenovia College on College-sponsored sites. Verify information, links, images, etc., before
posting. Social media sites blur the lines between professional and personal relationships, so be
careful when choosing profile photos and other images to upload. If you have a question about
authorization or what is an official College-sponsored site, please contact the Office of
Communications.
12) Know where to turn for help If you encounter a question you cannot answer, or if you see
incorrect information about Cazenovia College, contact the Office of Communications for
assistance.
COMMUNICATING WITH THE MEDIA POLICY

The Office of Communications has established and maintains close working relationships with key media
contacts and is looked upon as a knowledgeable and reliable source of information about the College. The
following guidelines have been developed to foster this relationship between the College and the media.
1. The Office of Communications is the Colleges primary liaison with the media; therefore, all
information that is released to the press and subsequently to the general public, should be routed through
the Office of Communications for consultation and appropriate action (except in the case of College
athletics as noted in #6 below).
2. The Office of Communications specifically the Director of Communications (655-7377) should be
contacted as soon as newsworthy information is known and before it is released to the campus. This
procedure will allow for consultation with appropriate members of the College community, and to plan on
how best to release the information to the College community and the general public before the news
spreads to the media.
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(a) The Office of Communications will have the responsibility of informing other related offices
and employees of the news as well as coordinating the release of the information to other
College constituents (e.g., Trustees, alumni, students, and parents).
(b) Official College statements will come from the Director of Communications, unless he/she or
the President designates another spokesperson. In preparing those statements, the Office of
Communications will consult with the President and/or any other members of the College
community that the Director of Communications (or the President) deems appropriate.
3. The Office of Communications should be alerted to issues that are developing on campus and/or
activities that may be perceived as controversial or could elicit negative reactions if they were to become
public knowledge. Whenever possible and as appropriate, the College will initiate contact with the press
through the Office of Communications.
(a) In addition, when possible, it is important to notify the Office of Communications before a
potentially damaging story is reported in the media. This action will allow College personnel
time to answer questions that will arise as a result of a breaking story and, if necessary,
prepare a public relations plan.
(b) When the College receives negative publicity in the media, the Office of Communications
will initiate damage control, which may include letters to the editor, follow-up interviews,
opinion pieces, and direct communication with key publics in addition to the press.
4. The Office of Communications sometimes refers media questions to other members of the
administration for background details and/or for direct quotes. In these situations, the Director of
Communications is responsible for alerting in advance those administrators who are expected to be
contacted, and will provide direction regarding the context of making such media statements.
5. If a member of the College community is contacted by the press and asked to comment on a particular
piece of news, he/she should determine whether the reporter has been in touch with the Office of
Communications and (if possible) contact the Director of Communications before offering comment. In
cases of writing a Letter to the Editor, employees are encouraged to notify the Office of
Communications of planned submissions. At the very least, members of the College community should
notify the Director of Communications after the contact has been made or letter has been submitted, so
the staff is aware of the contact and can follow the story in the media and follow up as appropriate.
An exception is provided for faculty members who are serving as intellectual authorities often
referred to as subject matter experts. In cases where a faculty member is contacted directly by a reporter
and asked to offer comment based on his/her scholarly or academic pursuits, the faculty member may
offer comment so long as that comment has no relation to or bearing on College issues, policies,
activities, students, employees, trustees, administrators or other College affairs. (For example, a business
or social science professor who is contacted by a reporter for comment on the New York state budget
process may respond to the question based on his/her academic and professional knowledge of budget,
executive and legislative processes, so long is the comment is educational in nature such as explaining
the process and its ramifications.) As soon as the interview is completed and/or letter written, the faculty
member should contact the Director of Communications with:
the name of the editorial contact,
the media outlet,
phone/e-mail or other contact information for the reporter,
a brief summary of the nature of the question(s) and his/her response, and
the intended timing and use (e.g., story to run later this week, interview on morning radio show).
6. The media relations efforts pertaining to the Colleges Department of Intercollegiate Athletics are
managed by the Athletics Director and appropriate athletics staff.
7. The press may occasionally view any member of the College community as a spokesperson for
Cazenovia College. Therefore, it is crucial that all employees of Cazenovia College use discretion and
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adhere strictly to this policy when communicating with members of the press. Assume that all comments
made to a reporter are always on the record (meaning it could be printed or broadcasted), even if the
reporter indicates otherwise.
CONFLICT OF INTEREST
Cazenovia College has developed this Conflict of Interest Policy to address policy and regulatory
requirements of the College as well as to demonstrate its commitment to best practices. Trustees, officers,
directors, faculty, administrators, and staff all serve the educational purposes and mission of the College.
To that end, all members of the College community have an obligation to conduct the affairs of the
College in a manner consistent with those purposes.
Cazenovia College employees are expected to act in the best interest of the College by avoiding activities
that adversely affect the purposes or operations of the institution. This policy is not intended to
discourage external activities that enhance the value of teaching, research, program delivery, or service to
the College; rather, it is intended as a guideline for those who pursue external activities for personal or
professional reasons.
This policy statement affirms that the College strives to conduct its affairs with high standards of integrity
and expects that its employees will conduct their relationships with each other and the College with
integrity and respect. The steps for compliance with the policy are detailed below.
1. Statement of Policy
All members of the College have a duty to be free from the influence of any conflicting interest when
they represent the College in negotiations, including the utilization of College resources in favor or
preference to vendors, contractors, or other third parties during a procurement process.
2. Definition of Conflict
Conflict of Interest, as defined by the College, means any direct or indirect financial or personal interest,
current or potential, that you, or a member of your family, may have that interferes with the actual or
perceived independence of the transaction and possibly jeopardize the integrity and success of the College
or its community members.
3. Statement of Acknowledgement and Disclosure
Upon commencement of employment with the College, and on an annual basis, officers, directors,
managers and staff with financial budget decisions or control shall be required to sign a Conflict of
Interest Disclosure Form. Submission of the statement by persons identified above shall constitute a
declaration of compliance with the policy and shall place the individual under obligation to disclose
potential conflicts of interest that may arise during the ensuing year. Any employee, who is unsure if a
conflict of interest exists, should read the Disclosure Form (available in HR) questions as a reference and
should consult with Human Resources.
Compliance with Laws/Ethical Business
There are many Federal and State regulations pertaining to education and the manner in which business is
conducted with, and for, students at an educational institution. Management and staff must be familiar
with these regulations, and be constantly and continually abreast of updates. The College will adhere to
contractual and grant requirements in all areas with the utmost honesty, accuracy and fairness. This
process is all inclusive of students and the business of the College, assuring the highest ethical standards.
Internally, the College must ensure it adheres to all labor laws and is alert to the health and safety of its
employees. It is the responsibility of every individual to conduct business with integrity and fairness,
thereby enhancing the reputation of the institution.
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Recording, Allocation and Financial Reporting

Implicit care must be taken to ensure proper recording of all receipts and the charging of all costs. Exact
treatment of all financial accounting is imperative and on-going supervision of the general ledger system
is practiced. Accurate allocation of funds and costs is consistent to the success of the institution, and
confirms its virtues. Financial reporting and auditing must be accurate, clear and complete, and generated
in a timely manner, consistent with all regulations. Internally, all expense reports, time sheets and any
other employee related reports must be accurate and complete.
Vendor Competitive Bidding
Cazenovia College will not do business with others who will likely do harm to the institutions reputation.
It is the Colleges policy to entertain three bids when purchasing anything of substantial value and
decisions will be based on product or service suitability, price, delivery and quality. All arrangements
with a third party must be made in accordance with the College policy and the law.
FINANCIAL REPORTING: ANONYMOUS WHISTLE BLOWER POLICY
Policy
It is the policy of Cazenovia College to encourage its employees (faculty, staff and administration) to
bring to the attention of the Board of Trustees any complaints regarding the integrity and ethical aspects
of the Colleges internal financial controls or the accuracy of completeness of financial or other
information used in or related to the Colleges financial statements. As a result, College employees shall
not be discharged, demoted, suspended, threatened, harassed or discriminated against in any manner on
account of such employees taking any lawful action with respect to the following:
1.
Raising questions concerning the fair presentation or accuracy of College financial

statements;
2.
Providing information and otherwise assisting in investigations related to fraud against the
College conducted by (i) a governmental regulatory agency, (ii) any officer or employee of
the College, (iii) any member or committee of the Board of Trustees, or (iv) any agent or
representative acting on their behalf; or
3.
Filing, testifying at, participating in or otherwise assisting a proceeding filed or about to be

filed relating to allegations of fraud against the College.
Reporting
Any employee who has a complaint regarding the integrity or ethical aspects of the Colleges internal
financial controls or the accuracy or completeness of financial or other information used in or related to
the Colleges financial statements, or who observes any questionable accounting practices or any
irregularities related to the Colleges disclosure and reporting obligations, should report such complaint or
observation as follows:
1.
Deliver a written or voice report (a Report) of such complaint or observation to the

disclosure service that guarantees anonymity via an independent third party. The location of
the site (which may change from time-to-time for security reasons) detailing the means to
report anonymously, can be found on the service providers (EthicsPoint, Inc.) web site:
www.ethicspoint.com or phone 1-866-294-8661. This site allows for anonymous Reports to
be delivered by various means.
2.
The third party will promptly deliver a copy of the Report to the Chair of the Colleges Audit
Committee of the Board of Trustees, Chair of the Board of Trustees, to the Colleges
44
Executive Vice President and the Colleges President (the Executive VP and President,
collectively, Policy Administrators).
3.
Included in the Report will be a discussion of the following items: (i) a description of the
matter or irregularity, (ii) the period of time during which the employee observed the matter
or irregularity and (iii) any steps that the employee has taken to investigate the matter or
irregularity, including reporting it to a supervisor and the supervisors response. The Report
may include, at the employees option, the employees contact information in the event that
additional information is needed; provided, however, that a Report shall not be deemed
deficient because the employee did not include contact or other self-identifying information.
Examples of reportable actions include, but are not limited to, any indication of fraud, misappropriation
of the College resources, substantial variation in the Colleges financial reporting methodology from prior
practice or from generally accepted accounting principles, and the falsification, concealment or
inappropriate destruction of financial records.
Investigation
Upon receiving a Report, the Policy Administrators, under the direction of the Chair of the Colleges
Audit Committee of the Board of Trustees, shall investigate the issues identified in the Report. The
Policy Administrators may consult with the Chief Financial Officer, any other employee of the College,
inside or outside legal counsel, independent auditors, and, as needed, the Audit Committee, as a part of
their investigation. Throughout the investigation, periodic updates will be provided to the Chair of the
Audit Committee and the Chair of the Board of Trustees.
At the conclusion of the investigation, the Policy Administrators shall prepare a written response to the
Report for review and approval by the Audit Committee. After the Audit Committee has reviewed and
approved the response, the Policy Administrators shall provide a copy of the response to the employee
who made the Report, unless such Report was made anonymously. If the Policy Administrators or Audit
Committee determine that an irregularity or other problem exists, they will take immediate action to
rectify it, as well as any other appropriate action, including disciplinary action, against those involved.
GRATUITIES FROM OUTSIDE SOURCES
All employees will refrain from soliciting or accepting money, loans, credits, or prejudicial discounts and
the acceptance of gifts, entertainment, favors, or services from present or potential suppliers that might
influence, or appear to influence, purchasing decisions.
Gratuities include any material goods or services offered with the intent of, or providing the potential for,
influencing a buying decision. As such, gratuities may be offered to a buyer, or to other persons involved
in purchasing decisions (or members of their immediate families). Having any influence concerning the
purchasing process constitutes involvement. Those in a position to influence the purchasing process must
be dedicated to the best interests of the College. It is essential to avoid any activity, which may diminish,
or even appear to diminish, the objectivity of the purchasing decision-making process.
Gratuities may be offered in various forms. Some common examples include, but are not limited to, the
following: monies, credits, discounts (including prejudicial discounts which are greater than those
commonly given or are artificially created solely as a favor to the purchasing decision maker), supplier
contests, sales promotions items, product test samples, seasonal or special occasion presents (Christmas,
birthday, weddings), edibles, drinks, household appliances and furnishings, clothing, loans of goods or
money, tickets to sporting or other events, dinners, parties, transportation, vacations, cabins, travel and
hotel expenses, and various forms of entertainment. Although it does not occur as frequently, the offering
of gratuities by a purchaser to a supplier is as unethical as the acceptance of gratuities from a supplier.
Extreme caution must be used in evaluating the acceptance of any gratuities even if of nominal value, and
45
the frequency of such actions (the collective impact) to ensure that one is abiding by the letter and the
spirit of these guidelines.
The following are guidelines in dealing with gratuities:
Gifts/Entertainment
Money, loans, credits, or prejudicial discounts to an individual are not to be granted or accepted.
Gifts to the College should not be taken in lieu of invoice credits to the College.
The solicitation of gratuities in any form, for yourself or the College, is unacceptable.
Items of nominal value (under $25) are sometimes offered by suppliers as a gesture of good will,
or for public relations purposes. These items are so insignificant in value that they would not be
perceived as posing an ethical dilemma. The occasional acceptance of such items (i.e., edibles,
other than business meals, promotional, novelty items, and door prizes) may be justified if
refusal would cause undue embarrassment or strain on the business relationship.
Gifts offered exceeding nominal value should be refused and/or returned with a polite
explanation. You can also discuss disposition of item with the Business Office.
If you are concerned that a business relationship may be impaired by refusal of a gift, seek direction
from the Business Office. In some circumstances, items which could be considered a gratuity in
other instances may be a bona fide business activity. In the case of any gift or entertainment,
extreme care should be taken to evaluate the intent and the perception of acceptance of such an offer
to ensure:
It is legal.
It is in the best interests of the College to participate in such an activity.
It will not influence your buying decision.
It will not be perceived by your peers and by others to be unethical.
Product test samples may be offered by suppliers. If test samples exceed nominal value, the Business
Office should be notified or seek direction from management.
The acceptance of food and lodging while conducting College business is permissible.
Violation of College policy on the subject of gifts and gratuities is cause for disciplinary action including
dismissal from employment.
Every gift or gratuity and every offer of a gift or gratuity, regardless of kind or value, shall be reported in
writing to Human Resources and the Institutional Advancement Office immediately. The report shall
state the nature of the gift or offered gift and the name of the person or company involved. Contact
Institutional Advancement for a copy of Gift Acceptance Valuation Guidelines.
Gifts to Employees
Gifts to employees, purchased with College funds, are regulated by the Internal Revenue Service under
certain circumstances. Cash, gift certificates, gift cards and gift coupons are examples of awards to
employees that must be considered taxable income according to the IRS Treasury Regulation 1.132-6,
which states a cash equivalent fringe benefit (such as a fringe benefit provided to an employee through
the use of a gift certificate or charge or credit card) is generally not excludable under section 132(a) even
if the same property or service acquired (if provided in kind) would be excludable as a de minimis fringe
benefit. Gifts of tangible items may also be considered taxable. Prior to purchasing an employee gift
with College funds, please contact Human Resources at ext. 7273 for guidance.
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OUTSIDE EMPLOYMENT
The College recognizes that its employees may hold additional employment with other employers or they
may be self-employed. The College expects its full-time Administrative/Professional Staff to regard the
College as their primary employer, and to make certain that any outside employment does not conflict
with their responsibilities to the College. Members of the full-time Administrative/Professional Staff at
Cazenovia College may not hold a full-time position outside the College, and must inform their
immediate supervisor of any outside employment. Further, it is expected that College employees,
including part-time employees, will not participate in outside employment (including self-employment),
which conflicts with employment at the College, impacts the employees work performance or schedule,
and/or will adversely affect the College. Employees are also prohibited from using any College resources
for unauthorized personal or non-College purposes. Employees must contact Human Resources prior to
engaging in any outside employment.
CONDUCT OUTSIDE OF WORK
In general, the College does not seek to interfere with employees off-duty activities. However, the
College will not tolerate off-duty conduct that impacts negatively on the College, either in terms of an
individuals work performance or the business interests of the College, including its reputation. For
example, the College prohibits any illegal conduct by an off-duty employee that has the potential to affect
the College.
NO SOLICITATION POLICY
The College recognizes the right of all employees to engage in solicitation and distribution activities
during appropriate times. However, such activities must not interfere with the Colleges operations.
Accordingly, the College has established rules, applicable to all employees, to govern solicitation and
distribution of written material during working time and entry onto the campus and work areas. All
employees are expected to comply strictly with these rules.
1. No employee shall solicit or promote support for any cause or organization during his or her
working time or during the working time of the employee(s) at whom the activity is directed;
and
2. No employee shall distribute or circulate any written or printed material in work areas at any
time, during his or her working time, or during the working time of the employee or
employees at whom the activity is directed.
As used in this policy, working time includes all time for which an employee is paid and/or is scheduled
to be performing services for the College; it does not include break periods, meal periods, or periods in
which an employee is not, and is not scheduled to be, performing services or work for the College.
The general public and campus visitors are not allowed to solicit or distribute literature on Cazenovia
College property without prior written authorization from College administration and must be in
furtherance of the Colleges business and/or educational purpose. Employee requests for permission to
make campus solicitations must also be directed in writing to the Presidents Office for approval and must
be in furtherance of the Colleges business and/or educational purpose.
POLITICAL AND CAMPAIGN ACTIVITIES POLICY
Cazenovia College is a not-for-profit entity subject to federal, state, and local laws and regulations
regarding political and campaign activities. While all members of the College community are free to
express political opinions and engage in political activities, individuals must avoid any appearance that
they are speaking or acting for the College in political matters. There is no restriction on discussion of
political issues or teaching of politics or campaign-related topics. This policy statement addresses
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campaigns for political office and provides specific guidelines on activities related to campaigns. It also
addresses how individuals can avoid having their personal opinions appear to be those of the College as
an entity. The following statements provide the foundation for the more specific guidelines:
Individuals taking political positions for themselves or groups with which they are associated, but not as
representatives of the College, should clearly indicate, by words and actions, that their positions are not
those of the College and are not being taken in an official capacity on behalf of the College.
During election campaigns, lecture halls, the Theatre, the gyms or other facilities may be used by the
College, or groups affiliated with the College, for public forums provided that all legally qualified
candidates for a public office, or for the nomination of a particular party, are invited and given equal
access and opportunity to speak.
The College is legally prohibited from endorsing candidates for political office or making any
contribution of money, goods, or services to candidates; therefore it is important that no person
intentionally or unintentionally cause the College to make such an endorsement or contribution.
The College as an organization may not participate or intervene in any political campaign on behalf of or
in opposition to any candidate for public office. The penalties for violation of this law could include
revoking the Colleges exempt status, as well as the IRS imposing excise taxes on the organization and its
managers as a result of political expenditures. Political contribution payments can never be made with
College funds (or by reimbursing an individual with College funds for a payment of this type). No cash
contributions to federal, state or local candidates may be made with College funds, including payments
from discretionary accounts or through the use of a corporate credit card. No luncheons or receptions
may be held, providing College services or College supplies, on behalf of any candidate. No political
activities of any kind should occur under College auspices.
Specific guidelines can be found in the Political and Campaign Activities policy and procedures
document located in the public folder Cazenovia College Forms and Documentation.
INTELLECTUAL PROPERTY POLICY
As defined by the American Heritage Dictionary, intellectual property is a product of the intellect that
has commercial value, including copyrighted property such as literary or artistic works/designs, and
ideational property, such as patents, appellations of origin, business methods, and industrial processes.
Cazenovia Colleges mission includes embracing student success as its primary focus and a commitment
to creating an environment that encourages intellectual, social and ethical growth. In the pursuit of this
mission, new creations and discoveries may be developed and be subject to, or eligible for, intellectual
property protection. This policy provides guidelines for the assignment of rights to intellectual property
created by employees and students as employees of the College. Primary responsibility for identifying,
protecting, and managing applicable intellectual property where the College maintains ownership or
investment sharing, resides with the Presidents Office. All disclosures shall be submitted to the
Presidents Office. The President will determine whether Cazenovia College desires to obtain protection
for the intellectual property, or otherwise make use of the intellectual property. The complete policy and
disclosure forms are posted in MyCaz Institutional Research and Employee Welfare Council.
The policy on Fair Use and Copyright protection is on file in MyCaz Academic Affairs Sharepoint.
EMPLOYEE MISCONDUCT
Cazenovia College wishes to provide a safe and productive workplace. The following examples are
provided as a guide for employee conduct during working time at, or while attending outside events as a
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representative of, Cazenovia College. If you have any questions regarding this policy, please contact the
Office of Human Resources.
The following are examples of unacceptable behavior that may result in disciplinary action, including
suspension or immediate termination of employment.
o
Poor attendance, or unauthorized tardiness or early departure.
Violation of any department work rule or procedure.
Disclosure of information, direct or incidental, considered confidential by Cazenovia

College.
Neglect or refusal to complete assigned work.
Unsatisfactory job performance.
Insubordination; refusal to follow an immediate supervisors or department heads

direction.
Working overtime without authorization or refusing to work assigned overtime.
Destruction, defacement, misuse, or abuse of Cazenovia College property or resources.
Dishonesty or theft, such as falsification of records, including employee time records and
punching another employee's timecard or deliberately falsifying timecards. Theft
includes any items of value found in the trash and/or College buildings, including
dormitories. Items should be turned into Campus Safety immediately as these are
deemed College property.
Theft or the deliberate or careless damage of any College property or the property of any
employee, student or visitor.
Committing a fraudulent act or a breach of trust in any circumstances.
Organized gambling, e.g., bookmaking, running numbers, etc.
Acts of plagiarism; taking ideas, thoughts, writings and creative works from another
person/organization and offering them as your own. This includes the falsification of
data in ones research, copyright/trademark infringement, pirating of software, and/or the
abuse of intellectual property. Employees of an institution of higher learning are
encouraged to set an example and conduct themselves in an ethical and honorable manner
in all phases of their jobs.
Violation of the Colleges Drug-Free Campus policy, or distributing, possessing, selling

transferring, using, or being under the influence of alcohol or controlled illegal
substances during working time, on College property, or while attending outside events as
a representative of the College. Please note that this does not apply to alcohol served at
approved College functions outside the normal workday as that time is not considered
working time unless designated as such by a supervisor.
Possession of dangerous or unauthorized material, such as explosives or firearms.
Incidences of hatred, violence or other disorderly conduct on Cazenovia College premises

or toward any student, employee or guest of the College, including, but not limited to,
abusive behavior or threatening, intimidating, coercing, or disrupting the work of, any
student, employee, or guest of the College.
Engaging in unauthorized personal business during working time.
Violation of the College's anti-discrimination or anti-harassment policies, workplace

violence policy, or any other College policy or procedure, such as parking or safety rules,
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instructions, or common safety practices, including failure to report an accident or injury,

failure to ignore fire drill evacuations or any safety warnings.
o
Unauthorized absence from work for three (3) or more consecutive workdays. Please
note this will be deemed a voluntary job abandonment.
Sleeping or malingering during working time.
Conviction of a crime that impairs suitability for employment in the position at issue.
Unauthorized use of College grounds, offices, property or resources, such as for personal
non-College business.
Negligence resulting in injury to any student, employee or guest of the College.
Using profane or abusive language at any time during work hours or while on the College
campus.
Participating in horseplay or practical jokes during work hours or while on the College
campus.
Please note that the foregoing list is for illustrative purposes only and by no means exhaustive.
Cazenovia College reserves the right to discipline and/or terminate employees for other types of
misconduct not included on this list.
This policy does not constitute and may not be construed to create an express or implied obligation on the
part of Cazenovia College, and does not in any way alter the at-will employment relationship that
exists between Cazenovia College and each of its employees. Cazenovia College reserves the right
to terminate any employee at any time for any reason, with or without notice.
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EMPLOYMENT POLICIES AND PROCEDURES

ACCIDENTS AND INJURIES AT WORK
Medical, Fire or Police Emergency (call 911 and/or 7271)
In the event of medical, fire, or police emergency, you must notify Campus Safety immediately at
extension 7271. The call to Campus Safety is vital so that they may contact and coordinate any
needed emergency services.
Cazenovia College employees are covered by Workers' Compensation insurance in case of any injury due
to an accident while on the job. This insurance is paid completely by the College.
If you have an accident or are injured on the job, you must report this immediately to your supervisor.
Any accident, however minor, must be reported. An Employee's Injury form is available on the Human
Resources website. The form must be completed and submitted to Human Resources immediately, in
order to comply with state law.
Employees who are injured during the Academic year during normal office hours and on a weekday may
be referred to the Health Center for evaluation and/or treatment, for minor injuries. If you sustain a major
injury (acute, severe, catastrophic), you should go directly to the Emergency Room or otherwise obtain
emergency treatment. If you are injured after normal office hours or on a weekend, you should go to the
Emergency Room for a medical examination or otherwise obtain emergency treatment. If you should
refuse treatment, you must complete and sign a form stating this.
Human Resources is responsible for filing all reports of injury with the College's Workers' Compensation
insurance carrier. You may be contacted for further information by an insurance representative.
Assisting Injured Employees
The following procedure should be used as a guide when assisting an employee who sustains an on-thejob injury or illness.
1. All injuries, no matter how slight, must be reported to your supervisor and the Office of Human
Resources. For minor injuries, please assist your co-worker to the College Health Services Office
as quickly as possible so that first aid may be administered.
2. If the injury is severe and requires emergency care or cardiopulmonary resuscitation (CPR), the
services of CAVAC (a volunteer emergency medical and ambulance service) are available twentyfour hours a day. Phone 911.
3. If medical treatment, for minor injuries, beyond the authority of the Health Services Office is
required, the employee will be referred by Health Services to the appropriate medical agency or
physician.
4. The supervisor must investigate the cause of the injury and make a written report to the Office of
Human Resources within 24 hours of the incident.
5. In any situation where there is doubt about the severity of the accident or illness phone 911.
DISPUTE RESOLUTION PROCEDURE (GRIEVANCE PROCEDURE)

Employees who feel that there has been a violation, misinterpretation, or inequitable application of
College policy, or who feel they have been treated unfairly, may seek redress through the dispute
resolution process. The College's Dispute Resolution Procedure for employees is designed to afford a
process of resolution of disputes, grievances, or complaints that arise among employees and their
supervisors. The procedure is open to all full- and part-time employees to express feelings of unfair or
disparate treatment, or dissatisfaction with job-related issues. Your concern, regardless of scope, is
51
important and deserves careful attention. Our desire is to solve it with you in the best interest of all as we
seek to maintain harmony in the workplace. The procedure does not apply to grievances of discrimination
and/or harassment, which are covered in the Anti-Harassment and Anti-Discrimination Policy and its
related procedures.
Each employee has an obligation to make every effort to resolve problems as they arise. Matters such as
classification, rate of pay, and title may generally be handled administratively rather than through the
grievance/dispute resolution procedure. If you are uncertain as to whether or not you have an issue that is
appropriate for this procedure, or if you have questions concerning the process, you are encouraged to
direct your concerns to a member of the professional staff in Human Resources. In cases where the
grievance is about the supervisor, the employee may report to Human Resources for initial guidance. The
Human Resources staff, for purposes of this procedure, assumes a neutral role (takes no sides) and is
available to discuss your problem with you.
It is in the best interest of all involved to resolve disputes quickly. If something about your job bothers
you, quite often an open and honest discussion with your supervisor will provide the satisfaction you
seek. Supervisors have a responsibility to resolve differences between their employees and to respond in
an understanding manner to any and all disputes. Informal resolution should be sought through
discussions with the supervisor whenever possible. Human Resources staff can assist both the employee
and the supervisor through this informal process.
If the employee is not satisfied with the results of the informal process, or the informal process is not
possible due to the particular nature of the dispute, the employee may file a formal grievance in writing to
Human Resources within ten (10) working days of the occurrence giving rise to the grievance. A copy of
the grievance will be given to the supervisor who will have five (5) working days to respond in writing to
Human Resources. If there is no resolution based on the supervisors written response as facilitated by
Human Resources staff an appeal may be sent within five (5) working days to the senior administrator
for the area. In the case of a grievance about a senior administrator, the appeal will be sent to the
President. In either case a copy will be sent to the Director of Human Resources. In the case of a
grievance about the President, the matter will be overseen by the Board of Trustees and/or its designated
delegate(s).
The Human Resources staff will work with all involved toward resolution including the use of mediation
as an option. The Director, in consultation with the Presidents Office, may choose to engage an outside
firm, including the use of mediation in dispute resolution at any time throughout the formal process.
Use of the dispute resolution procedure is encouraged. Under no circumstance will you be discriminated
or retaliated against for using this often useful procedure.
Faculty members who wish to use the grievance procedure in matters of Academic Freedom, Severance,
Tenure and Promotion will find guidance on the related grievance procedure in the Faculty Handbook.
CAREER OPPORTUNITIES/JOB POSTINGS

Cazenovia College is committed to the personal and professional development of its employees. The
College supports promotion and transfer whenever possible. Full- and part-time vacancies are announced
internally by email and posted outside Human Resources and on designated bulletin boards. Position
listings are also available on the electronic home page for Human Resources. A position will generally be
posted for a minimum of three (3) workdays from the posting date before it is filled.
Employees are encouraged to discuss their career advancement goals, their qualifications, and potential
for specific jobs with a member of the Human Resources professional staff. Employees who think they
52
might meet the requirements of a posted position and are interested in applying should contact Human
Resources for an application.
An employee selected for promotion or transfer is expected to give his or her supervisor the usual two
weeks' notice. The complete procedure for promotion and transfer applicants is available through Human
Resources.
DRESS CODE
The College does not enforce a specific dress code. Uniforms are provided for those employees required
to wear them in the course of performing their position duties. In addition to any uniform requirements
that may apply, all employees represent the College and are therefore expected to present themselves
appropriately through a suitable appearance, which is comprised of good grooming, personal cleanliness,
and appropriate dress.
EMPLOYMENT OF MINORS
All employees between the ages of eighteen and twenty-five must provide the Office of Human
Resources with proof of age in the form of a driver's license, a certificate of age issued by an employment
certificating official, or other government-issued documentation. Employees under the age of eighteen, in
accordance with state and federal laws, must give the Office of Human Resources an approved
employers copy of their work permit/employment certificate before beginning work at the College. Due
to the nature of some positions, the labor laws define the minimum ages for employees performing
specific functions. The College will comply with all applicable labor laws relating to the employment of
minors. For more information, please contact the Office of Human Resources.
EMPLOYMENT OF RELATIVES
Cazenovia College does not prohibit the employment of relatives of faculty or staff. However, to avoid
conflicts of interest, the College prohibits related employees from supervising his/her relative or
participating, either formally or informally, in any employment decision such as appointment, retention,
promotion, transfer, discipline, or salary with regard to that relative. For purposes of this policy, the term
"relative" shall apply to the following: spouse, domestic partner, child, parent, brother, sister, grandparent,
grandchild, or any other individual living in the employees household.
EMPLOYMENT REFERENCES
If you receive an inquiry about a current or former employee, or a request for a recommendation, do not
provide any information. All such inquiries must be directed to Human Resources.
It is the Colleges policy to provide only dates of employment and positions held. Accordingly, in
response to external inquiries, Human Resources will verify the employees dates of employment and job
title(s), but will not provide further information without the employees written authorization, except
when required by law. If you want salary information released to a creditor or another party, please
submit a written request to Human Resources.
Questions about the release of information to the media should be directed to the Communications Office.
HOURS
The Colleges administrative offices are generally open from 8:30 a.m. to 5:00 p.m., Monday through Friday.
Each employees particular hours of work, including start times, break times, meal breaks and end times, will
be determined and assigned by his/her supervisor. Employees will be expected to begin and end work
53
according to the schedule. Employees must follow departmental procedures for signing in and out at the
beginning of the shift, before and after meal periods, and at the end of the day. Most employees are assigned
to work a minimum 37.5-hour workweek, however, various factors, such as workloads, need for flexible
scheduling, operational efficiency, and staffing needs may require variations in an employees work schedule.
Employees may be required to work additional hours or hours other than those normally scheduled when
necessary; for example, to meet a deadline. In addition, in order to accommodate the needs of the College, it
may be necessary to change individual work schedules on either a short-term or long-term basis. Hourly or
nonexempt employees must have prior approval from their supervisor or another authorized member of
management before working overtime. As noted below, meal breaks are unpaid and the College will not
permit employees to work overtime or leave earlier than scheduled as a substitute for an unpaid meal break,
unless authorized by the assigned supervisor.
ATTENDANCE
You are expected to be conscientious about your attendance and punctuality at work. Occasionally, you
may be ill, injured, or unable to come to work due to an illness in your immediate family or some
other personal emergency. If you are going to be absent or late for work, you must personally
notify your supervisor as soon as possible, but no later than one hour after your normal starting
time. (Call-in procedures may vary by department, so check with your supervisor if you have
questions.) Excessive absenteeism or tardiness can be grounds for disciplinary action.
Unauthorized absences from work for three (3) or more consecutive workdays will be deemed
voluntary job abandonment.
Every time you are absent, late or leave early, you are expected to provide your supervisor with an honest
reason or explanation. You must also inform your supervisor of the expected duration of any absence.
The College will comply with all applicable laws relating to time off from work, but it is your
responsibility to provide sufficient information to enable the College to make a determination. You must
notify your supervisor of any change in your status as soon as possible.
MEAL PERIODS AND PAID BREAKS

Meal Periods
Meal periods are unpaid. The scheduling of meal periods varies by work area and supervisors are
responsible for informing employees of the practice in their individual work areas. In general, any
employee who is scheduled to work a shift of six (6) or more hours that extends over the noonday meal
period (11 a.m. to 2 p.m.) must take an unpaid meal break of 30 to 60 minutes during that period. If the
employees shift starts before 11 a.m. and extends past 7 p.m., he/she must also take an unpaid meal break
of 20 to 30 minutes between the hours of 5 p.m. and 7 p.m. Employees who work a shift of more the six
(6) hours starting between 1 p.m. and 6 a.m. must take an unpaid meal break of 45 to 60 minutes midway
between the beginning and end of their shift. Employees should be relieved of all work-related
responsibilities and restrictions during the meal period. Employees may not work overtime or leave
earlier than scheduled as a substitute for an unpaid meal break, except in conditions related to a College
emergency. As noted above, meal breaks are unpaid.
Paid Break(s)
The following applies to non-exempt (hourly) employees: The scheduling of breaks varies by area and
supervisors are responsible for informing employees of the practice in their individual work areas. At the
supervisors discretion, or when required by state law, employees may take one (1) or two (2) paid 15minutes break(s) per day depending on the length of shift. These breaks are paid time and may not be
used to leave early or accrued as paid time off.
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EMERGENCY CALL-IN TIME POLICY

Any hourly employee called in to work due to an emergency outside of his/her regular shift shall be paid
a minimum of four (4) hours pay at straight time rates, or at time-and-one-half for the hours
worked over 40 in that work week. Work scheduled outside the normal work shift with at least
twenty-four hours notice shall not be regarded as call-in-time. Hours paid under the call-in
provision shall not be included when determining eligibility under other premium pay provisions.
FLEXIBLE WORK SCHEDULING

Cazenovia College supports the principle of flextime for its employees in order to provide for more
efficient utilization of the abilities of its employees, better service to the public, and improved working
conditions for employees. Flexible work schedules are available to employees, as long as core hours of
coverage within departments are maintained. "Flex time" schedules must be requested in writing by the
employee and must be approved in advance by the supervisor and the Office of Human Resources. In
making decisions regarding flex time, the operational needs of the department will be considered
paramount.
INCLEMENT WEATHER OR OTHER EMERGENCIES

There may be occasions when the College officially closes, has a delayed opening, or suspends some
operations due to inclement weather or other emergencies or circumstances, which might hamper the
normal business of the College. In those instances, only predetermined staff (per departmental policy) will
be required to work. A decision to close the College will be based on road conditions and on conditions
on the campus.
A decision to suspend operations during the workday will be communicated to departments from the
Office of the President. In the case of operations suspension, employees will continue to receive their
normal pay. If the College is not officially closed, but because of adverse weather conditions or other
emergency conditions, employees are unable to work, employees have three options:
1. The Office of the President may allow late arrival or early release not to exceed two hours of
paid time.2The employee may request time off charged to existing vacation or personal leave.
3. The employee may take time off without pay if they have exhausted their leave accruals.
In emergency situations where the College may close or suspend operations before the normal workday
begins, announcements will be broadcast on MyCaz, radio stations and television stations. In the event of
an emergency, Campus Safety can be contacted at 655-7271.
If Cazenovia College is officially closed, employees scheduled to work, but not in predetermined essential
positions, will continue to receive their normal pay. If, for some reason, employees report to work when
not required, they may remain at work or return home. In either case, they will continue to be paid at their
normal rate of pay.
At academic sites other than the main Cazenovia College campus, this same procedure will be followed,
but modified to include respective local radio and television station broadcasts.
In case of operations suspension, you will continue to receive your normal pay, and your time sheet
form should reflect the hours.
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IDENTIFICATION CARDS
Identification cards are supplied to all Cazenovia College employees. At the time of hire, the Office of
Human Resources will authorize issuance of an identification card, which can be obtained in the Campus
Services Office, located at 7 Nickerson St. For continuing employment, validation stickers must be
affixed to identification cards every semester. The card is used for identification purposes and may be
requested by Campus Safety. Additionally, the ID card can be used for discounted or free admission to
College events and/or facilities such as the Athletic and Fitness and Wellness Center. Adjunct and
temporary employees will be issued identification cards that will be valid for the term of their
employment.
If you lose your card, report it to Human Resources and Campus Safety immediately. A replacement fee
may be charged. Your identification card is to be surrendered upon termination of employment.
KEYS
Keys to College offices and buildings are assigned to employees by their supervisors and issued through
the Campus Services Department. Keys are intended to be used in the performance of your normal job
responsibilities, and must be surrendered at the time of separation of employment. If you lose your keys,
please report the loss to Campus Safety immediately.
The following is the key procurement policy:
Key requests should be made to the Campus Services Department and authorized by a supervisor.
If the key requested is not to the requestors assigned area, then the person who occupies the area
for which the key is requested must authorize the request before a key will be issued.
No master keys will be issued unless the request is authorized by the Senior Administrator
responsible for that area.
All keys must be signed for by the person who will be responsible for and have possession of the
keys.
In no event will keys be given to any person other than the requestor.
All keys issued and their subsequent uses are the sole responsibility of the person who signed for
them.
Lost keys are to be reported to the Campus Services Office and Campus Safety immediately.
Prompt notification will help maintain the security of your assigned area.
All keys remain the property of the College and are to be returned to the Campus Services
Department when no longer needed or upon termination of employment to the Office of Human
Resources.
Keys may not be duplicated.
College administrative and academic keys may not be loaned out to any student, vendor, or visitor
without proper authorization.
Failure to abide by the key procurement policy may result in discipline, up to and including termination
of employment.
MEETINGS/COMMITTEES
You are responsible for attending all meetings called by your supervisor or department head. In addition,
from time to time, Cazenovia College will sponsor informational meetings regarding such things as
benefits or other programs of importance to you and the College. Your attendance is expected. If you are
asked to serve on a College committee, you are encouraged to participate, particularly as it relates to
56
being a representative within the governance system. There may be times when serving on a committee is
required as part of your position.
TEACHING ASSIGNMENTS
Administrative/Professional Staff employees may accept teaching assignments with the academic
departments of the College in fields for which they are qualified. Qualifications are determined by the
department head of the appointing academic department. Compensation will be at the normal adjunct
faculty rate.
Teaching assignments may normally be accepted only outside of the normal workday. If, in an unusual
situation, an individual is asked to teach a course during the normal workday, the employee must receive
supervisory permission and additional pay may only be received for a teaching assignment within an
authorized and approved policy by Academic Affairs and the Presidents Office.
TELEPHONE USE
Cazenovia College realizes that it is sometimes necessary and important for employees to make personal
telephone calls while at work. Employees are expected, however, to keep such calls to a minimum and to
make them on an as-needed basis. Employees may not accept collect calls unless so instructed by their
supervisor in the normal performance of their position/duties. Long distance calls are not permitted
without prior approval.
VEHICLE USE
Employees may be required to use Cazenovia College vehicles in the course of performing their job
duties and responsibilities or otherwise conducting authorized College business. Occasionally, it may also
be necessary for an employee to use his/her own vehicle or to rent a vehicle for authorized College
business. Employees driving on Cazenovia College business, whether in a College-owned or rented
vehicle, an employees own personal vehicle, or any other vehicle are not permitted to engage in
unauthorized activity or travel.
The use of College-owned or rental vehicles for College business are limited to authorized employees
only. These vehicles must only be used in work-related activities and may not be used for personal
business or activities without the express prior approval of management. All employees authorized to
drive College-owned or rented vehicles must possess a current, valid drivers license and an acceptable
driving record. Any change in license status or driving record must be reported to the employees
supervisor immediately. All employees driving a College vehicle must have a Motor Vehicle Check done
by the College and receive authorization from the Director of Transportation. The College maintains an
insurance policy that provides liability and collision coverage for employees who rent vehicles for
authorized College business. When renting a vehicle for College business, employees must waive the
rental agency's collision coverage. If the vehicle is damaged while in an employees possession, the
employee must report it to the Director of Transportation and inform the rental agency to submit all
claims to the College's Business Office.
Employees that are authorized to drive their own personal vehicles for College business must also possess
a current, valid drivers license and an acceptable driving record. In addition, these employees must
maintain adequate personal automobile liability insurance, as this will be the primary insurance coverage.
The College will reimburse employees for their actual mileage. Information regarding current
reimbursement rates and procedures are available through the Business Office. From time to time, the
College and its insurance carrier may request reports from the Department of Motor Vehicles regarding
the license status and driving record of employees whose job responsibilities include driving.
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When driving any type of vehicle on College business, employees must have a valid driver's license in
their possession at all times. It is the responsibility of every employee to drive safely and obey all traffic,
vehicle safety, and parking laws or regulations.
PERSONNEL RECORDS
The College complies with all laws that govern personnel records, their creation, handling, and retention.
Only information relevant to the Colleges personnel decisions, employee benefits, and information
necessary to meet legal record keeping requirements are kept. This includes such information as tax
forms, payroll, performance reviews, a rsum or an application for employment, and other relevant
information.
Personnel files are maintained on all Cazenovia College employees. The information in personnel files is
confidential. The College respects the confidentiality of your personnel information and its intention is to
release information from your file only in accordance with the following guidelines.
Current employees have access to their personnel file upon reasonable notice that they desire access and
during regular business hours. Generally, an employee will be requested to schedule in advance a time to
review his/her file. The file shall be reviewed in Human Resources in the presence of a member of the
Human Resources staff. Employees may take notes and request copies of only those materials
specifically addressed to them or sent by them. Employees have the right to insert concise information in
their files in response to material they deem unfair or incorrect. The information in the personnel files is
property of the College and may not be removed. Former employees do not have a right to access their
personnel files. The College is not legally obligated to allow review and copying.
Health-related information is maintained in separate confidential medical files in Human Resources.
PERSONAL STATUS CHANGES

Employees are responsible for notifying Human Resources, in writing, of changes in address, telephone
number and family status (birth, marriage, death, divorce, etc.)
POSITION DESCRIPTION
At Cazenovia College, position descriptions are used to aid in training and in wage and salary
administration. They also help employees and supervisors communicate about position responsibilities.
The College requires a written position description for each non-faculty position. Position descriptions
include a listing of characteristics duties and responsibilities of the position, and the training, knowledge,
and experience necessary to perform it. All staff members should be aware of their position description
and should perform accordingly. It should be noted, however, that position descriptions are only
guidelines and can normally be expected to change over time. It is expected that employees will perform
additional duties and assume additional responsibilities as needed by their supervisor for the efficient
operation of the College. It is the responsibility of both the supervisor and the employee to update
position descriptions that become outdated.
POSITION EVALUATION
Position evaluations are used to determine the level of non-faculty positions in the institution, which are
typically associated with a compensation range. Position descriptions and benchmark data are used to
evaluate positions.
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Positions are generally evaluated on the content of description factors which could include but are not
limited to level of skill and education required to perform the position, supervisory controls (given and
received) and other factors pertinent to the category for the position.
POSITION POSTING POLICY

Consistent with the Colleges commitment to Equal Employment Opportunity, notice of full and part-time
vacancies are generally posted via email and on strategically located bulletin boards. Position postings
allow current employees the opportunity to apply for positions that will enhance their personal and career
growth and their contribution to the College. An employee must have a minimum of six months of
service in his/her current position to be eligible for consideration for promotion or transfer. Exceptions to
this policy will be handled on a case by case basis. With the exception of occasional internal department
promotions and College-initiated transfers for special reasons, all such vacancies are generally posted
internally for a minimum of three days. Throughout the posting period, employees may express their
interest to Human Resources in applying for the posted position.
INTRODUCTORY PERIOD
All full and regular part-time employees experience a ninety (90) day introductory period at the start of
employment (the Introductory Period). During these ninety calendar days, the employee is learning the
functions and responsibilities of his/her new position, and the responsible supervisor is working closely
with him/her to assist in his/her adjustment. If it is perceived by either the employee or the supervisor
that an appropriate adjustment to the position is not occurring, or that the employee is not fully capable of
carrying out the requirements of the position, then either party may choose to terminate the employment
of the employee during this introductory period with or without notice as set forth in the Employment AtWill section of this Handbook.
Any supervisor may request an extension of the Introductory Period by an additional thirty (30) days if in
his/her judgment, the ninety days was not sufficient time to allow for the adequate adjustment of the
employee to the position or to allow for adequate time to assess the employee.
Employees serving an Introductory Period will be credited accordingly as set forth in this Employee
Handbook for vacation, floating holidays, and sick days from the beginning of employment. Unless
otherwise agreed in advance, employees are not allowed to use any paid vacation time until after they
have successfully completed the Introductory Period. The use of one floating holiday may be granted
during this time, provided the supervisor has approved it in advance. Accrued sick time can be used after
one month of service.
Employees serving an initial Introductory Period are not generally eligible for transfer or promotion.
Exceptions may only be made with the approval of the Division Vice President and Director of Human
Resources.
Please understand that completion of the Introductory Period does not guarantee continued employment
and does not change the at-will nature of the employment relationship. During the Introductory Period
and at all other periods, employees remain employed with Cazenovia College on an "at-will" basis.
TRANSFER
A transfer is defined as a job change to a position at the same level of responsibility and compensation. A
transfer is sometimes referred to as a lateral job move. An employee is eligible for transfer following
successful completion of six (6) months of service at the College. An employee who transfers will
normally have no change in salary; however, each situation is reviewed by the Office of Human
Resources on a case-by-case basis.
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PROMOTION
Cazenovia College is committed to the development of its employees personally and professionally, and
supports internal promotion whenever possible. The College gives primary consideration to current
employees for positions offering increased responsibility and compensation. An employees mobility
within the College depends on his/her related qualifications, demonstrated abilities, and past performance.
POSITION REALLOCATION (RECLASSIFICATION)

Reallocation is defined as the upward or downward salary grade movement of a position because of
increased or decreased job duties and responsibilities. Requests for position reallocation may be initiated
by the employee through his/her supervisor. Requests should be submitted to the Director of Human
Resources.
Employees whose positions are reallocated to a higher salary range as a result of a reevaluation of the
position are eligible for salary increases based upon their knowledge, skills, abilities, and experience. All
salary recommendations are subject to the approval of the Office of Human Resources.
Employees whose positions are reallocated to a lower salary grade as a result of a reevaluation of the
position normally will not experience any change in salary; however, each situation is reviewed by the
Office of Human Resources on a case-by-case basis. No Introductory Period is required following a
position reallocation.
PROFESSIONAL DEVELOPMENT AND MEMBERSHIPS

Cazenovia College encourages employees to broaden their knowledge and skills within their individual
professions, as well as higher education administration in general. Employees are also encouraged to
learn as much as possible about the work of other administrative and academic departments in the context
of seeking to develop a better understanding and broader perspective of the mission and goals of the
institution.
In addition to the tuition benefit and on-campus training and development programs for employees,
Cazenovia College may assist its employees with their professional development through College
membership in professional organizations, many of them specific to higher education. Attendance at and
active participation in professional organizational meetings is viewed as beneficial to the employee and
the College. These activities may be eligible to be funded through departmental budgets.
PERFORMANCE REVIEW AND DEVELOPMENT

It is important that you know what is expected of you on the job. The evaluation of employee
performance is intended to be a continuous process of communication between the employees and
supervisors and to serve several purposes:
To evaluate each employees effectiveness in performing assigned duties and responsibilities;
To identify factors which can improve job performance;
To assist employees in developing additional knowledge, skills and abilities for position
advancement;
To recognize exceptional performance;
To document shortcomings resulting in substandard performance; and
To determine retention of an employee at the end of the introductory period.
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The College strives to conduct performance reviews after one year of employment and on an annual basis
thereafter. The performance review process is designed to encourage employee participation and input
and begins with expectation setting in the first month of employment. Information and training materials
relevant to the performance review process are available from Human Resources. Please understand that
a positive performance evaluation does not guarantee an increase in salary, a promotion, or continued
employment. Compensation increases and the terms and conditions of employment, including job
assignments, transfers, promotions and demotions, are determined by and at the discretion of the College.
Faculty members should consult the Faculty Handbook about performance reviews.
TRAINING AND DEVELOPMENT

Whenever possible, Cazenovia College provides opportunities for the education, training, and
development of staff employees. Emphasis is placed on courses and programs, which have been
determined to be necessary, and of general or specific benefit to an individual or a group of employees.
For example, training classes and programs in various computer applications are offered periodically.
Specially designed training programs tailored specifically for Cazenovia College employees, nonsupervisory as well as supervisory, are periodically provided, in addition to on-the-job training provided
by many departments.
PROGRESSIVE DISCIPLINE
Cazenovia College is committed to providing a supportive work environment in which faculty and staff
members can perform to the best of their abilities. When performance problems arise, the College
commits to addressing them with full appreciation for institutional expectations of conduct, behavior, and
performance and manifesting full respect for human dignity. It is intended, as much as possible, that
disciplinary interactions be respectful, non-adversarial, non-hierarchical, non-punitive and non-parental
exchanges of information about expectations between people functioning as adults. As much as possible,
focus should be placed on creating clear expectations of performance, getting the employees
commitment to take effective action to meet those expectations, and creating clear understanding of the
consequences of not meeting those expectations. As much as the situation permits, the focus should be on
mutual problem-solving efforts.
Just as it is important to specify the standards of performance required of each employee, it is also
important to outline the policy that deals with work-related problems or performance that does not meet
these standards. It is the responsibility of the supervisor to initiate appropriate corrective action.
Corrective action is considered a dimension of performance evaluation.
Any employee who violates Cazenovia Colleges policies or procedures, fails to perform his/her job
satisfactorily, or engages in any other unacceptable behavior may be disciplined in one or more of the
following ways, in no particular order:
Coaching;
Verbal warning with memo to personnel file;
Written warning with copies to the employee and personnel file;
Suspension, with or without pay;
Reassignment;
Demotion;
Compensation adjustment;
Discharge; and/or
Any other action deemed by the College to be appropriate under the circumstances.
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The College reserves the right to take any disciplinary action(s) that it deems appropriate under the
circumstances, including immediate termination of employment, with or without cause and with or
without prior notice or warning.
Upon termination, eligible employees will be notified in writing of the benefits that may be continued,
and of the terms, conditions and limitations of such continuance.
The College's discipline policy attempts to correct problem situations in an atmosphere in which an
employee is allowed reasonable opportunity for improving levels of performance. However, nothing in
these procedures prevents the College from imposing immediate suspension, demotion, or dismissal of an
employee if the situation, in the opinion of the Senior Administrator and President, in consultation with
the Director of Human Resources, warrants it whether or not improvement is displayed.
The sequence of corrective actions generally begins with coaching, followed by a verbal warning, a
written warning, and a second written warning, which may include suspension without pay, and finally
discharge.
Each written or verbal warning need not result from the same type of violation or misconduct.
Each will be documented by the supervisor. The employee will be given the original copy of each
written warning and a copy will also be placed in the employee's official personnel file in the
PROBATIONARY PERIOD
At any time during employment, a non-faculty employee may be placed on probation for up to sixty (60)
days for unsatisfactory conduct or service, upon the recommendation of the supervisor, and with the
concurrence of the Senior Administrator and the Director of Human Resources. Failure to improve could
result in further disciplinary action up to and including termination. A written notice of the probation
period will be given to the employee and kept in the employees personnel file.
SEPARATION FROM EMPLOYMENT

The following are examples of the most common ways in which employment is terminated:
RESIGNATION/RETIREMENT:
Voluntary employment termination initiated by an

employee either expressly or tacitly, such as through job
abandonment. If you should decide to terminate your
employment at Cazenovia College, please submit a dated
letter of resignation to your assigned supervisor at least
two (2) weeks in advance of your last day. Leave time is
not to be used in two-week notice period. Please note
that Cazenovia College reserves the right to provide pay
in lieu of work during the resignation notice period.
DISMISSAL:
Involuntary employment termination initiated by the

College.
LAYOFF:
Involuntary employment termination initiated by the

College generally due to a reduction in workforce for
many reasons, including but not limited to, lack of work,
organizational restructuring, or emergency conditions.
SUSPENSION WITHOUT PAY:
Involuntary employment suspension initiated by the

College for disciplinary reasons. Suspended employee
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must turn in keys and I.D badge to supervisor.

Scheduled paid time off and leave balances will be
discussed with employee on a case by case basis.
When you leave your employment with Cazenovia College, you may be eligible to continue receiving
group health insurance in accordance with the Consolidated Omnibus Budget Reconciliation Act
(COBRA). Other voluntary benefits may be portable. Details are available in Human Resources.
You will be invited to participate in an exit interview with a member of Human Resources professional
staff prior to your departure from the College. In addition, when you leave employment for any reason,
whether voluntarily or involuntarily, you are required to return all property owned by the College (e.g.,
vehicles, computers, keys, I.D. badges, uniforms, credit cards, etc.)
REDUCTION IN WORKFORCE (LAYOFF)

Cazenovia College seeks to provide stable employment of its employees. However, conditions may arise
which make necessary a reduction in the workforce. A reduction in workforce, or layoff, can occur for
many reasons, including but not limited to, lack of work, organizational restructuring, or emergency
conditions. Cazenovia College maintains the sole discretion to evaluate and determine the ability,
training, and skills of each employee for purposes of workforce reductions among other reasons.
Full- and part-time employees whose services are terminated because of reduction in workforce may
receive payment for accrued and unused vacation time through the time of termination, consistent with
the applicable vacation policy.
RETIREMENT
Definition of Retirement: Employees may elect retirement if they leave Cazenovia College at age 59
or older with at least 10 years of continuous service with the College, or a combination of age and
minimum 10 years of continuous service with the College equal to or greater than a value of 70. For
purposes of this definition and other sections of the Employee Handbook, the term years of continuous
service means the number of years of continuous service that are reflected in the records of the Office of
Human Resources for the applicable employee.
If you are planning on retiring from the College, you are encouraged to schedule a meeting with the
Benefits Specialist as far in advance of retirement as possible in order to address any related questions or
issues. Benefit-eligible employees who retire may elect to continue in the College's group health
insurance plan until age 65 (subject to any changes that may be made by the College to that plan from
time to time). Eligible employees will be responsible for the full cost of the premiums (i.e., both the
participants share and the share that was paid by the College prior to retirement) and any administration
fees specified by the College. For purposes of this paragraph, and other sections of the Employee
Handbook, an employee will be a benefit-eligible employee if he or she is so classified in the records of
the Office of Human Resources.
REEMPLOYMENT
Cazenovia College's reemployment policy for staff recognizes the value of prior training and experience
in a position with the College when considering individuals for reinstatement. Only those regular fulland part-time employees who have separated from Cazenovia College and who were in good standing at
the time of separation are eligible for reemployment. If the reemployment occurs within one year from the
date of separation, the employee's date of continuous service will be adjusted to include time previously
spent in continuous service with the College. For purposes of this paragraph and the other sections of the
Employee Handbook, (1) an employee will only be a regular employee, a full-time employee, a part-time
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employee, or an employee in good standing if so classified in the records of the Office of Human
Resources, and (2) an employees date of continuous service will be the date of continuous service for
that employee specified in the records of the Office of Human Resources. Individuals who are reemployed in full- or part-time positions after having been separated from employment for more than one
year will be generally considered as new employees for purposes of the Colleges policies and practices.
Determinations for FMLA leave benefits are covered in FMLA Leave Policy on page 77. Employees
seeking reemployment must make application for posted position openings through Human Resources.
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COMPENSATION PRACTICES
LEAVE REPORTING
All non-exempt (hourly paid) employees are required to report all hours actually worked and leave time
such as holiday, floating holiday, vacation, sick, and others indicated on a bi-weekly time report. Hard
copy reports must be signed by the employee and the supervisor before being submitted to the Business
Office.
The Administrative/Professional Staff are exempt employees and regularly scheduled to work 75 hours
every two weeks. Exempt employees are required to report leave time on a bi-weekly time report.
Automated timesheets must be submitted for supervisory approval on a bi-weekly basis. Exempt
employees must report leave time in half or full day increments, i.e., 3.75 or 7.5. You are not expected to
work during any period while on leave. PTO that is running concurrently with FMLA is recorded
differently and handled through Human Resources. Please contact Human Resources with any questions
regarding leave reporting.
Administrative/Professional Staff with supervisory responsibility are required to verify the hours worked
and leave taken by those employees who report to them. Supervisory signature or electronic approval on
the report forms certifies the accuracy of the forms.
Care should be taken in preparing time and leave reports because they are official documents used for pay
purposes and for some benefits calculations. It is the employees responsibility to ensure the accuracy of
all time recorded. Any errors in time recorded should be reported immediately to your supervisor, who
will attempt to correct legitimate errors.
OVERTIME
Only hourly (non-exempt) employees are eligible for overtime pay. Overtime is defined as hours actually
worked in excess of forty hours per week or as otherwise required by state and federal law. Overtime pay
is calculated based on actual hours worked. Time off (such as vacation time, sick time, personal time,
holiday time, or other paid or unpaid leave time) does not qualify as hours worked for purposes of
calculating overtime. No employee may work overtime unless he/she has first been authorized to do so
by his/her supervisor or another member of management. Failure to obtain approval before working
overtime may be grounds for discipline, up to and including discharge, except in cases of a College
emergency. Ordinarily, overtime will be paid at the rate of one and one-half times the regular hourly pay
rate. Dual employment in separate divisions will be reviewed and approved by Human Resources.
Although exempt employees are generally scheduled to work 75 hours every two weeks, exempt
employees are expected to work as much of each workday as necessary to complete their job
responsibilities. No overtime or additional compensation is provided to exempt employees.
PAY DAY
All employees are paid bi-weekly on Fridays. Paychecks are available on paydays after 8:30 am. Most
employees paychecks are distributed by their supervisors. No one other than the employee to whom the
paycheck is written will be allowed to pick up a paycheck unless the employee has provided advance
written authorization designating another individual to do so. Employees who wish to have their checks
mailed to them must provide requests in writing to the Business Office. Employees who lose their
paychecks and wish to have the bank issue a stop payment order must provide a request in writing to the
Business Office.
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DIRECT DEPOSIT
All employees of the College are encouraged to participate in direct deposit of their net paycheck, or any
portion thereof, through direct wire transfer to almost any bank or credit union in the country. Funds may
be deposited in multiple checking and/or savings accounts. You may arrange for this benefit by
completing the appropriate forms provided at the time of your orientation, or later by contacting the
Office of Human Resources. Any request for discontinuance of direct deposit must be made in writing to
Human Resources.
PAY DEDUCTIONS
Cazenovia College is required by law to make certain deductions from your pay. These include FICA
(Social Security and Medicare) and withholdings for federal and state income tax, and are reported on
your bi-weekly paycheck statement. Other deductions may also be made if lawful and/or authorized by
the employee. These may include, but are not limited to, the following:
Insurance and/or flexible spending accounts
Retirement Plan
Annual Fund
Bank or Credit Union
Personal Computer Purchase
These deductions from employees paychecks are documented on the pay stubs. The Office of Human
Resources is available to answer any questions employees may have concerning deductions.
INCOME TAX WITHHOLDING

Deductions for federal and state taxes appear on your paycheck statement under the headings "FIT" (US
Federal Income Tax); "Med." (US Medicare Tax Employee); "S.S. (US Soc. Sec. Tax Employee);
NY (NY State Income Tax). Under certain circumstances, it is possible to adjust the amount withheld
for federal and state income taxes. If you wish to change the amount of tax withheld, contact the Office of
Human Resources for the appropriate forms.
DEDUCTION FROM PAY POLICY FOR EXEMPT EMPLOYEES

Under federal and state law, certain executive, administrative, professional, and computer employees may
be classified as exempt. Exempt employees are not entitled to overtime for hours worked in excess of
40 hours per week. To qualify as exempt, employees generally must meet certain tests regarding their job
duties. Job titles do not determine exempt status. In order for an exemption to apply, an employees
specific job duties and salary must meet all the requirements of the applicable regulations.
In addition, exempt employees must usually receive a predetermined weekly salary that will not be
subject to deductions based on the quantity or quality of the work performed, subject to the exceptions
stated in this Policy. This salary will be established at the time of hire or when you are classified as an
exempt employee. Exempt employees need not be paid for any workweek in which they perform no
work. If an employer makes unauthorized deductions from an employees predetermined salary, that
employee is not paid on a salary basis. If an employee is ready, willing and able to work, deductions
may not be made for time when work is not available. Should you have any questions on your
classification, please contact the Director of Human Resources.
It is the policy and practice of Cazenovia College to accurately compensate all exempt employees in
compliance with all applicable state and federal laws. Thus, all managers/supervisors are prohibited from
making any improper deductions from the salaries of exempt employees. To ensure that you are paid
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properly for all time worked and that no improper deductions are made, you should review your pay stub
to make sure it is correct. If you believe an improper deduction has been made or have any questions,
you should follow the complaint procedure in this Policy.
Under federal and state law, your salary may lawfully be subject to certain deductions. For example,
unless there is a state law to the contrary, deductions may be made from your salary for the following:
Full day absences from work for personal reasons; or

Full day absences from work for sickness or disability pursuant to
the Colleges policy of providing compensation for loss of salary
occasioned by sickness or disability (sick pay); or
Full day disciplinary suspensions for violations of the Colleges written
workplace conduct policies or procedures; or
Violations of safety rules of major significance, in an amount to be
determined by the College; or
Family and Medical Leave absences in the same amount of time actually taken
(either full or partial day absences); or
Proportional adjustments made with respect to time actually worked during
your first or last week of employment in the event you work less than a full
week; or
To offset amounts received as payment for jury duty, attendance as a witness, or
military leave.
Your salary may also be reduced for certain types of deductions required or permitted under the law
including, but not limited to, your portion of health, dental or life insurance premiums; state, federal or
local taxes; social security; or voluntary contributions to a 403(b) or pension plan.
If you believe you have been subject to any improper deductions in violation of this Policy, you should
immediately report the violation to your immediate supervisor or the Director of Human Resources.
Every report will be investigated and corrective action will be taken where appropriate. If it is
determined that an improper deduction has been made, the College will reimburse you in full and correct
any further misapplication of this Policy. The College is committed to full compliance with this Policy.
In addition, the College will not allow any form of retaliation against individuals who report alleged
violations of this Policy or who cooperate in the investigation of such reports. Retaliation is
unacceptable, and any form of retaliation in violation of this Policy will result in disciplinary action, up to
and including termination. Complaints of retaliation should be reported immediately to the Director of
Human Resources. Every complaint will be investigated, and corrective action will be taken where
appropriate, which might include the discipline or termination of the offending employee.
SALARY ADJUSTMENTS
Regular (full-time and part-time) employees may receive salary and/or merit increases consistent with
guidelines and rates approved annually by the President. Discretionary increase(s) may be authorized in
exceptional circumstances throughout the year.
TIME SHEETS
All non-exempt (hourly paid) employees must keep accurate records of their time worked. Such
employees accurately record their time on authorized time sheets or time cards, which must be verified by
their supervisor at the end of the pay period before compensation can be issued. All exempt staff must
submit authorized electronic time sheets bi-weekly to report usage of vacation, sick, holiday, or personal
time or other approved leave time; the employees and their supervisors must authorize the time sheets or
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time cards. Failure to strictly abide by these rules may result in disciplinary action, up to and including
immediate termination.
All time sheets must be submitted by 12:00 noon of the Monday before payday or sooner to accommodate
observed holidays. All timesheets, whether electronic or paper, are processed by the Business Office.
Any errors in your timesheet must be reported immediately to your supervisor, who will attempt to correct
legitimate errors.
Altering, falsifying, and tampering with time records, or recording time on another employees time
record is prohibited and subject to disciplinary action, up to and including termination of employment.
WORKWEEK
The workweek for Cazenovia College employees is defined as Monday at 12:01 a.m. through midnight
Sunday. Work hours for full-time employees normally cover thirty-seven and one-half (37 ) to forty (40)
hours in a five-day period, Monday through Friday. Normal activities of some departments may require
adherence to a different schedule.
Actual working hours are established by the employees supervisor in consultation with the Senior
Administrator. Any variation from the employees regular schedule should be discussed in advance with
the supervisor. In an emergency, all employees are expected to contact their immediate supervisor as
soon as possible if they are to be absent or late.
Cazenovia College office hours during the summer months may be on a reduced schedule for full-time,
12-month employees. Summer hours are declared at the discretion of the President and are dictated by
the needs of the College. Notice will normally be given some time in May of each year.
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BENEFITS
Cazenovia College benefits play an important role in your total compensation. Any College benefits you
receive while employed, or after your employment ends, may be changed or terminated at any time at the
sole discretion of the College. In the event of any inconsistency between this Employee Handbook and
any employee benefit plan, program, or policy that has been approved by the College, the terms of that
plan, program or policy shall control.
A list of current benefits follows. The listing of these benefits does not imply a contract; employees at
Cazenovia College are employed at will as set forth in this Handbook. Moreover, the eligibility
requirements are set forth in certain documents, such as insurance contracts, official plan texts, summary
plan descriptions and/or trust agreements. This means that if a question ever arises about eligibility
requirements or the nature and extent of these benefits or if there is conflicting language, the formal
language of the plan documents will govern, not the wording of this Handbook. These documents are
available for review through Human Resources.
BENEFITS SUMMARIES
Detailed individual descriptions of the various health, life, and retirement programs offered by Cazenovia
College are available through the Office of Human Resources. Called "Summary Plan Descriptions,"
these descriptions summarize the details of your coverage in easy-to-understand terms. To receive the
maximum benefit of these Cazenovia College programs, be sure to read the Summary Plan Descriptions.
Additional information is available through Human Resources.
ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE

Full time and part-time benefit eligible employees who enroll in the Colleges life insurance benefit will
also receive accidental death and dismemberment (AD&D) insurance coverage. Coverage takes effect the
first day of the month following the employees date of hire. In the case of accidental death, the plan
provides coverage equal to the employees amount of life insurance in force. Details are available through
the Office of Human Resources.
CATASTROPHIC LEAVE BANK

It is the policy of Cazenovia College that employees shall be permitted to donate part of their accrued sick
leave to a catastrophic leave bank, to which employees who have exhausted their available leave time due
to catastrophic illness may, under certain circumstances, have access.
Those eligible to request catastrophic leave benefits must have been employed by the College on a regular
full-time or regular part-time basis for at least two continuous years, must have experienced a catastrophic
illness which results in a substantial loss of income because of exhaustion of earned sick, vacation and
holiday time, and must, in the opinion of the Director of Human Resources and immediate supervisor,
have no history of injudicious use of sick leave.
Catastrophic illness for the purpose of this benefit is defined as a medical condition as certified by a
physician, which requires an employees absence from work for at least 30 working days which results in
a substantial loss of income to the employee because of the exhaustion of earned sick, personal and
holiday leave time. Medical condition is defined as a personal emergency, limited to catastrophic and
debilitating medical situations, severely complicated disabilities, and severe accidental injuries which
cause the employee to be incapacitated from the performance of assigned job duties, which require a
prolonged period of recuperation, and which require the employees absence from those responsibilities
as documented by a physician. Disabilities resulting from normal pregnancy, common illness, elective
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surgery, or illnesses covered by workers compensation, do not qualify for catastrophic leave. See the
Director of Human Resources for eligibility and procedures.
COMPUTER PURCHASE PLAN

Cazenovia College will provide interest-free loans to employees for the purchase of a personal computer.
It is understood that with an increasing emphasis on technology that providing an employee the use of a
computer to expand their learning benefits both the employee and the College.
Program Details
All full-time employees who have successfully completed their Introductory Period will be
eligible to participate in this program.
The purchase plan is limited to ONE (1) computing device (desktop, laptop or tablet only) and
ONE (1) printer and/or other peripheral computing devices such as keyboard, mouse, etc.
authorized for purchase by the Colleges Purchasing Department. Mobile phone devices are
excluded from the program.
The employee must pay all applicable sales tax.
The employee is responsible for hardware and software warranty and repair service.
The employee is responsible for installation of the system.
Maximum Loan Amount: $1200.00. Minimum loan amount: $200.00.
Loan Terms: Interest-free. The repayment of the loan will be in equal bi-weekly amounts through an
elected program over a maximum period of 12 months (26 payments). Employees will be required to
sign a Security Agreement and appropriate payment authorization form as a condition of participation in
this plan. Upon employee termination for any reason, any outstanding loan balance will become due and
payable immediately.
The College will NOT assume responsibility for support of any equipment acquired by employees under
this plan. The technology you acquire with the help of this program is personal and is not supported by
Cazenovia College ICT personnel. Your vendor is your technical support. You may wish to include
support fees and warranties in your agreement with the vendor.
The Employee Application Form for Computer Equipment Purchase is completed and forwarded to the
Business Office. This form details the total amount of the loan, the bi-weekly payment, and the date the
payment will commence and cease.
Financing
Funds for the purchase of the computer equipment may be a combination of employee upfront funding
and future repayments. Employees may authorize a maximum of 26 payments over 12 months and must
sign a Security Agreement in favor of the College for the total financed amount applicable.
Eligible employees are entitled to financial assistance to a maximum outstanding balance of $1200.00.
Repayments will commence in two weeks following the date of purchase. An individual may pay off the
outstanding principal owing under the Security Agreement at any time without penalty.
Ownership
The ownership of the equipment is with the employee.
If an individual leaves the employ of the College for whatever reason during the period of repayment of
the Security Agreement, then payment in full for the remaining balance is due immediately.
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DENTAL INSURANCE
Regular full-time and part-time benefit eligible employees are eligible to enroll in group dental insurance
coverage effective the first day of the month following hire date. Application for dental insurance
coverage offered at Cazenovia College must be completed during the first thirty-one (31) days of
employment. Details of the plan coverage are outlined in the Benefit Plan Summary available through the
Employees who need to change or create status for dependents (e.g., birth of a child) should contact the
Office of Human Resources for the appropriate insurance change forms. Change forms for the dental
insurance carrier must be completed and submitted to the Office of Human Resources within thirty (30)
days of the qualifying event.
Open re-enrollment occurs annually. Details related to dental insurance and health insurance benefits and
COBRA coverage are available through Human Resources
DOMESTIC PARTNER BENEFITS

The College offers participation in health and dental insurance programs by partners and children of
unmarried employees eligible for such programs and who can demonstrate by affidavit that they are in a
long-term, committed and mutually interdependent relationship. The relationship must have the
following characteristics:
Each partner is at least 18 years old or the age of majority in the state of their residence, and is
mentally competent to consent to contract;
The partners are financially responsible for each other's well-being;
Neither partner is married and neither partner has another domestic partner; and
The partners are not related by blood closer than would bar marriage in the state of their
residence.
A Certification of Eligibility for Dependent Benefits Coverage form must be completed and on file in
Human Resources in order for an individual to be considered a benefits-eligible domestic partner within
College policy. In compliance with Federal and State regulations, some Domestic Partner Benefits may
be taxable.
FLEXIBLE SPENDING ACCOUNTS

The Health Care and Dependent Care Spending Accounts function in the following way. Prior to the
beginning of each calendar year, the employee estimates the unreimbursed health care and/or dependent
care expenses anticipated for the next calendar year. It is important that participants in the Cazenovia
College Flexible Spending Plan estimate expenses carefully, because any money remaining in spending
accounts at the end of the plan year is forfeited. Elections cannot be changed during the plan year unless
the employee has a change in family status such as birth of a child, death of a dependent, marriage or
divorce. A change in elections must be completed and submitted to Human Resources within thirty (30)
days of the qualifying event.
The amount elected by the employee for spending accounts is reduced from his/her paycheck before
taxes. The annual maximum limit for health care is set by the College. The Dependent Care limit is
determined by IRS guidelines.
Details governing the Cazenovia College Flexible Spending Plan can be found in the Flexible Benefits
Summary available through Human Resources.
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HEALTH INSURANCE
Employees scheduled to work at least 1,250 hours per year are generally eligible to enroll in the Colleges
group health insurance plan beginning the first day of the first full month of employment. The cost of the
coverage is shared by the College and the employee to varying degrees, depending on the coverage
selected by the employee. Please see Human Resources for details.
Application for group health insurance coverage offered at Cazenovia College must be completed during
the first thirty-one (31) days of employment. Employees who need to change or create status for
dependents (e.g., birth of a child) should contact Human Resources for the appropriate insurance change
forms. Change forms for the health insurance carrier must be completed and submitted to the Office of
Human Resources within thirty (30) days of the qualifying event.
Under federal law (the Consolidated Omnibus Budget Reconciliation Act, known as "COBRA"), an
employee has the responsibility to inform the employer, or COBRA Outsourcing, the plan's administrator,
of a divorce, legal separation, or a child losing dependent status within sixty (60) days of the date of the
event or the date on which coverage would be lost because of the event. When a change in status results
in loss of coverage (e.g., a child no longer qualifies as a dependent), employees may elect to continue
with group coverage under the provisions of COBRA. In these situations, employees have sixty (60) days
from the date of the qualifying event to elect continuation coverage.
Open re-enrollment occurs annually with an effective date of January 1 st. Details related to health
insurance benefits and COBRA coverage are available through Human Resources.
LEAVE BENEFITS PAID AND UNPAID

Holidays
Paid holidays are provided to regular full-time and regular part-time employees. All regular full-time
employees are paid at their regular rate of pay for their regular hours, and regular part-time employees
receive holiday pay on a pro-rated basis. Holiday pay is not counted for purposes of calculating an
employees overtime hours of work or overtime premiums. Employees serving an Introductory Period are
entitled to holiday pay.
The following paid holidays are observed by Cazenovia College:
Thanksgiving Day
Friday after Thanksgiving
Christmas Day
Day after Christmas
New Years Eve
New Years Day

Martin Luther King Jr. Holiday
Memorial Day
Fourth of July Holiday
When a holiday falls on a Sunday, the following Monday will be considered as the holiday. When a
holiday falls on a Saturday, the preceding Friday will be considered the holiday.
Additional holidays may be declared during a calendar year. Additions to this schedule (i.e., between
Christmas Day and New Year's Day), if any, are determined annually and communicated to employees in
writing by the President or the Office of Human Resources.
If you are required to work on a holiday, you will be paid at your regular rate of pay for all hours worked
on the holiday and may take a different day off with pay to compensate for working during the holiday.
You must schedule the holiday within 3-months of the observed holiday with your immediate supervisors
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approval. There will be no carry over for unused holidays and there shall be no payment for unused
holidays at the end of the year or in the event of termination.
Floating Holidays
In recognition that people have different needs to celebrate different holidays, the College provides three
(3) paid floating holidays each fiscal year for full-time employees and one and one-half (1) paid floating
holidays each fiscal year for regular part-time (PTO eligible) employees, prorated to the part-time
schedule. Employees hired after January 1 receive one (1) floating holiday for the remainder of that fiscal
year. Floating holidays accrue annually on July 1 and must be used by the following June 30th or they are
forfeited. It is expected that at least two weeks notice, in writing, should be given to the supervisor to
request a floating holiday. Floating holidays must be accounted for on the time sheets by all employees
regardless of status as exempt or non-exempt. It is normally expected, but not guaranteed, that a timely
request to use a floating holiday will be honored and approved. This is especially the case for a floating
holiday that has religious or spiritual significance.
Floating holidays may be used alone or in conjunction with the use of other paid leave. Floating holidays
must be taken in half or full-day increments. Pay in lieu of using floating holiday time is prohibited.
Floating holidays are not payable upon termination of employment for any reason.
The College is open to conduct business during the days between Christmas and New Years holidays.
The College recognizes that this is a time when many faculty and staff members desire the respite of a
week or more away from work. Accordingly, the College will maintain a skeletal staffing arrangement
during this period, sufficient to permit the conduct of business and to permit maximum numbers of
employees to take the time off. This time off, except for the designated holidays, will be compensated
from the appropriate leave categories, if eligible. All time off is subject to supervisor approval.
Religious Holidays
Employees wishing time off for observance of a religious holiday should request the time with sufficient
advance notice to allow the supervisor to accommodate both the employees and the departments needs.
The time off may be taken without pay, or from accrued vacation, personal time or floating holidays.
Personal Leave
After one (1) year of employment the College, regular, full-time and part time employees are eligible for
paid personal days to utilize for personal business that cannot be taken care of outside regular business
hours and for other events of personal significance. Note that personal days may not be used to extend
scheduled vacations. Full-time employees receive three (3) personal days per year. Part-time (PTO
eligible) employees receive one and one-half (1) personal days per year. At the discretion of their
supervisor, employees may also be granted additional time off for personal reasons without pay.
Regular, full-time employees earn a pro-rata of three (3) days of personal leave upon attaining one (1)
year of continuous service, and three (3) days per year thereafter based on the fiscal year. As noted,
regular part-time (PTO eligible) employees earn one and one-half (1) personal days day per year.
Personal days accrue annually on July 1 and must be used by the following June 30 or they are forfeited.
Use of personal days must be approved in advance by the supervisor, and reported on the time record.
Personal days may not be used during a resignation notice period.
You must give your immediate supervisor written notice of intent to use a personal day at least one week
before taking that day off except in emergency situations. Your supervisor considers workload priorities
in determining whether to approve such requests.
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There shall be no carryover of personal days from year to year, and there shall be no payment for unused
personal days at the end of any fiscal year or in the event of termination.
Sick Leave
Cazenovia College recognizes that the inability to work because of illness or injury may cause economic
hardship. The College also recognizes that employees may require time off to secure necessary treatment
for medical or dental care. For these reasons, the College provides paid sick days to regular full-time and
regular part-time (PTO eligible) employees. The sick leave benefit is designed to protect you and your
family from loss of income if you have a temporary illness or become temporarily disabled and unable to
work. Sick time may be used:
When you are unable to work because of illness or injury. (Medical evidence may be
required as a pre-condition for payment of sick leave benefits.)
When you have a scheduled medical or dental procedure or check-up.
When you are required to care for your sick child.
When you are required to care for your spouse, parents, or domestic partner, when they
are seriously ill, as defined by the Family Medical Leave Policy.
Regular exempt and nonexempt full-time employees earn sick leave at the rate of seven and one-half (7.5)
hours for each calendar month of service up to a maximum of 65 workdays. Non-exempt Campus
Services and Campus Safety staff earn eight (8) hours per calendar month based on their 8-hour workday.
Sick time is accrued on the first of the month after date of hire and every month thereafter.
Regular exempt and non-exempt part-time (PTO eligible) employees earn pro-rated sick days at the rate
of one (1) work day for each calendar month of service based on the number of hours the employee is
regularly scheduled to work, up to a maximum of 32 work days. A calendar month of service is a month
in which a person is employed on both the first and last days of the month.
Accrued sick time can be used after one month of service. Use of sick days must be reported on the time
sheet form by all employees whether exempt or nonexempt status applies. If an administrative closing
day occurs while an employee is on sick leave, that time off will nonetheless be charged to sick leave.
Once the maximum accrual has been reached, no additional sick time will be earned until previously
accrued sick time is used. Employees will not be given retroactive credit for any period of time in which
they are unable to accrue sick time because they are at the maximum accrual. At year end, unused sick
time at or below the maximum accrual amount will carry over into the subsequent year. Sick leave will
cease to accrue when an employee has been on a leave of absence, for any reason, for one calendar
month. Accrued sick leave is not payable upon termination of employment.
When an employee is unable to work because of personal illness or the need to care for family members
(see above) who are ill, the employee must notify their immediate supervisor of the illness as soon as
possible, but not later than one hour after the start of the scheduled workday (call-in procedures may vary
by department). For extended leaves (typically more than three days) medical evidence may be required
as a pre-condition for payment of sick leave benefits. Except during hospitalization, while on leave
covered by the Family and Medical Leave Act (FMLA), or during a lengthy convalescence, you should
inform your supervisor daily of your progress and the expected date of return to work. A healthcare
provider's release to return to work will be required. Inappropriate use of sick leave may be cause for
disciplinary action, up to and including termination. In accordance with Cazenovia Colleges FMLA
policy, paid sick time may run concurrently with and count toward any unpaid leave taken for reasons
covered by the FMLA. Long-term illnesses are covered under Cazenovia Colleges Leave of Absence
policy and long-term disability benefits plans. Please consult the appropriate sections of this Handbook
for further details regarding these plans.
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Faculty Sick Leave Policy Please refer to Faculty Handbook.

Grandparent Provision
On September 1, 2003, the sick leave policy changed. Those employees who earned additional sick days
under the provisions of the 2001 College Personnel Handbook did not lose previously earned sick days.
However, in accordance with the new policy, sick days earned since September 1, 2003, may not
accumulate to greater than the maximum specified.
Vacation
Vacation leave accrues on a monthly basis throughout the fiscal year (July 1 through June 30) and may be
used after the employee successfully completes his/her Introductory Period. Employees earn vacation by
the month, but may use the anticipated earnings throughout the current fiscal year.* Each year on July 1,
vacation leave is granted according to the schedule below. In addition to the full anticipated yearly
accrual being available for use on July 1, following completion of the required years of service,
employees who begin earning vacation at a new accrual rate because they will achieve their 4 th or 6th
anniversary date sometime during the year, will have the anticipated new accrual added to their starting
balance. The new accrual rate will be applied on the first day of the month in which the anniversary date
falls.
The College provides paid vacation to full-time, non-Exempt Employees (Support Staff) appointed to a
12-month position as follows: (Less than 12-month full-time employees are eligible for prorated leave
time)
Completed Years of Service
Vacation Accrual Rate
0 through Year 4
.83 days/month or 10 days per year
After Year 4 through Year 6
1.25 days/month or 15 days per year
After Year 6
The College provides paid vacation to full-time, Exempt Employees (Administrative/ Professional Staff)
appointed to a 12-month position as follows: (Less than 12-month full-time employees are eligible for
prorated leave time)
Completed Years of Service
Vacation Accrual Rate
0 through Year 4
After Year 4
The College provides paid vacation to full-time, Executive Employees appointed to a 12-month position
at a rate of 1.67 days per month or 20 days per year.
Employees hired in 9, 10, or 11-month positions and regular part-time (PTO eligible) employees eligible
for leave time accrue a prorated portion of the applicable vacation schedule above each fiscal year. New
leave-eligible employees receive a prorated portion of the above days during their first year of
employment.
*Upon separation from the College, employees are eligible to be paid only for unused, earned
vacation according to the monthly accrual schedule and documented in the employee record.
Vacation Scheduling
Vacations may be taken as weekly periods, individual days, or half day increments as long as the periods
chosen meet with departmental approval. You should submit a written request for vacation time to your
supervisor as far in advance as possible, but no later than at least two weeks before the date you wish your
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vacation to begin. Use of vacation leave time must be approved in advance by your Supervisor and
taken at times that will not interfere with the operational needs of the department.
Vacation Carryover
Vacation must be taken during the year in which it is earned. However, individuals employed for less
than 12 months and regular part-time (PTO eligible) employees may carry over up to 3 days of vacation
from one fiscal year to the next. Full time employees may carry over up to five (5) days.
Pay in Lieu of Vacation
Employees are encouraged to use their earned vacation. No payments will be made in lieu of taking
vacation, except that accrued, unused vacation will be paid out at the time of separation from
employment.
Holiday within Vacation Period
In the event that a holiday observed by the College falls within a scheduled vacation period, you will be
granted an alternate day of vacation at a later date. If an inclement weather-closing day occurs while an
employee is on vacation, that time off will nonetheless be charged to vacation.
Vacation Pay Advances
Salary or wage advances for vacation pay are not permitted.
Vacation for Terminating Employees
Employees whose employment with the College terminates for any reason, whether voluntary or
involuntary (e.g., retirement, resignation, death) will generally be paid for all accrued and unused
vacation time, calculated on a prorated basis through the date of termination. In addition, vacation time
may not be used during an employees resignation notice period, unless authorized in advance by the
appropriate supervisor.
Grandparent Provision
Those employees who, on June 30, 2001, were earning additional vacation pay under provisions of the
1991 College Personnel Handbook are grandparented and shall maintain the additional vacation pay or
time to be taken in accordance with the guidelines set forth in this Handbook.
Family and Medical Leave
The College will grant family and medical leave in accordance with the requirements of applicable law at
the time the leave request is considered. Although federal and state law sometimes have different names,
the College refers to these types of leaves collectively as FMLA Leave. Please contact your supervisor
as soon as you become aware of the need for a FMLA Leave.
A.
Eligibility
To be eligible for FMLA leave, the employee must: (1) have worked for the College for at least twelve
(12) months; (2) have worked at least 1,250 hours within the twelve-month period immediately prior to
the leave; and (3) work at a location where at least 50 employees are employed by the College within a
75-mile radius.
B.
Type of Leave Covered
Because an employees rights and obligations may vary depending upon the reason for the FMLA Leave,
it is important to identify the purpose or reason for the leave. FMLA leave can be taken for any of the
following reasons:
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C.
1.
The birth, adoption, or foster care of an employees child within 12 months of the birth or
placement of the child (Bonding Leave);
2.
To care for the employees spouse, child, domestic partner, or parent with a serious health
condition (Family Care Leave);
3.
The employees inability to work because of his/her own serious health condition
(Serious Health Condition Leave);
4.
A qualifying exigency for military operations arising out of a parents, spouses or

childs covered active duty in the Armed Forces, or notice of an impending call to order
to covered active duty (Qualifying Exigency Leave); or
5.
To care for a spouse, child, parent or next of kin (nearest blood relative of an individual)
who is a covered service member with a serious injury or illness (Military Family Care
Leave).
Military Leave
Qualifying Exigency Leave Leave may be used if the employees spouse, son, daughter, or
parent (the military member) is on covered active duty (or has been notified of an impending
call or order to covered active duty) in the Armed Forces. The term covered active duty is
defined in accordance with the FMLA. Employees who have questions about what constitutes
covered active duty are encouraged to consult with Human Resources.
Qualifying exigencies may include:
Short-notice deployment (up to 7 days of leave);
Attending certain military events and related activities;
Arranging for alternative childcare and attending certain school meetings;
Addressing certain financial and legal arrangements;
Spending time with a covered servicemember who is on short-term rest and recuperation
leave (up to 15 calendar days of leave);
Caring for a military members parent who is incapable of self-care, when such care is
necessitated by the members covered active duty (i.e., arranging for alternative care,
providing care on an immediate need basis, admitting or transferring the parent to a care
facility, attending meetings with staff at a care facility, etc.);
Attending certain counseling sessions;
Attending post-deployment activities that occur up to 90 days after the termination of the
covered servicemembers active duty status or to address that arise from the death of a
covered servicemember while on (covered) active duty status; and
Other activities arising out of the servicemembers active duty or call to (covered) active
duty status which are agreed upon by the Corporation and the employee.
Military Family Care Leave There is also a special leave entitlement that permits employees
who meet the eligibility requirements for FMLA leave to take up to 26 weeks of unpaid leave
during a single 12-month period to care for an immediate family member (spouse, child, parent)
or next of kin (nearest blood relative) who is a covered servicemember.
A covered servicemember, as it applies to this form of leave, is: (1) a current member of the
Armed Forces, including a member of the National Guard or Reserves, who is undergoing
medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on
the temporary disability retired list, for a serious injury or illness; or (2) a covered veteran who is
undergoing medical treatment, recuperation or therapy for a serious injury or illness. The terms
covered veteran and serious injury or illness are defined in accordance with the FMLA.
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Employees who have questions about what constitutes a covered veteran or a serious injury or
illness are encouraged to consult with the Office Manager.
D.
Length of Leave
Eligible employees may take the maximum amount of leave allowed under applicable law during a 12month period. The 12-month period begins on the date of FMLA leave is first taken. Successive 12month periods commence on the date of such leave is first taken after the preceding 12-month period has
ended.
The maximum amount of FMLA leave will be twelve (12) workweeks in any 12-month period when the
leave is taken for: (1) Bonding Leave; (2) Family Care Leave; (3) Serious Health Condition Leave;
and/or (4) Military Emergency Leave. However, if both spouses (or domestic partners) work for the
College and are eligible for leave under this policy, the spouses (or domestic partners) will be limited to a
total of 12 workweeks off between the two of them when the leave is for Bonding Leave or to care for a
parent using Family Care Leave.
The maximum amount of FMLA leave for an employee wishing to take Military Family Care Leave will
be a combined leave total of twenty-six (26) workweeks in a 12-month period. However, if both spouses
(or domestic partners) work for the College and are eligible for leave under this policy, the spouses (or
domestic partners) will be limited to a total of 26 workweeks off between the two when the leave is for
Military Family Care Leave only or is for a combination of Military Family Care Leave, Bonding Leave
and/or Family Care Leave.
EXAMPLE: You take 12 workweeks off to bond with a newly adopted child on
September 1, 2008. On February 1, 2009, you wish to take time off from work to care for
your spouse under the Military Family Care Leave provision of this policy. Because the
law allows additional time off for Military Family Care Leave, you will be allowed to
take an additional 14 workweeks off, so long as the total amount of leave for both
Bonding Leave and Military Family Care Leave does not exceed 26 workweeks in a
rolling 12-month period measured forward from the date the employee first takes
Military Family Care Leave.
To the extent required by law, an additional, unpaid leave of absence may be granted after FMLA leave is
exhausted when the leave is necessitated by an employee's work-related injury/illness or a disability as
defined under the Americans with Disabilities Act and/or applicable state or local law. Certain restrictions
on these benefits may apply.
If an employees FMLA Leave falls during a scheduled College holiday or closure, those days the College
is closed will not be counted against the employees maximum leave entitlement.
E.
Serious Health Condition
For purposes of this policy, the term serious health condition will be defined according to the FMLAs
definition of that term. Generally speaking, a serious health condition is an illness, injury, impairment, or
physical or mental condition which involves:
1.
Inpatient care in a hospital, hospice, or residential medical care facility; or
2.
Continuing treatment by a health care provider which also involves: (a) a period of
incapacity of more than three (3) consecutive full calendar days with certain treatment by
a health care provider; (b) a period of incapacity due to pregnancy or medical visits for
prenatal care; (c) a chronic, permanent or long-term condition which requires extended
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treatment or ongoing medical supervision; and (d) a period of absence to receive multiple
treatments for restorative surgery after an accident or injury or an injury or condition
which would result in incapacity of more than 3 consecutive full calendar days if left
untreated.
The above definition of serious health condition is intended as a general guide only. If you would like
further guidance regarding whether a particular condition may qualify as a serious health condition,
please contact the Office of Human Resources.
F.
Reduced Work Schedule or Intermittent Leave
Leave may be taken intermittently or on a reduced schedule, when medically necessary, except for leave
due to a qualifying exigency, for which medical necessity is not required. If an employee needs
intermittent or reduced schedule leave for the birth, adoption or foster care of a child, approval must first
be obtained from an authorized representative of the College. When planning medical treatment,
employees must consult with the College and make reasonable efforts to schedule the leave in a manner
that does not unduly disrupt the Colleges business operations. Employees taking intermittent or reduced
schedule leave for forseeable, planned medical treatment may be transferred temporarily to another
position with equivalent pay and benefits to better accommodate their leave schedule.
G.
Limitations on Use of FMLA Leave
As noted above, employees whose spouse or domestic partner is also employed by the College may each
seek leave under this policy to care for a newly born or placed child, a sick parent, or for Military Family
Care Leave. However, the total, combined leave that they may take to care for the newly born or placed
child or sick parent is limited to twelve (12) weeks per 12-month period, and the total, combined leave
that they may take to care for a covered servicemember is limited to twenty-six (26) weeks per 12-month
period.
If an employee believes it is necessary to be absent for more than the amount of time allotted in this
policy, the employee may request additional leave time from the Office of Human Resources. The College
reserves the right to grant or deny such leave requests in its sole discretion, subject to applicable law. Any
such extended leaves are unpaid and are considered personal/medical leaves of absence, not FMLA leaves
of absence. For more information, see the Colleges Formal Non-FMLA Leave of Absence policy.
H.
Procedure for Making Request for FMLA Leave
Eligible employees seeking to use FMLA leave are required to provide the following:
1.
Thirty (30) days advance notice of the need to take FMLA leave when the need for the
leave is foreseeable (as in the case of birth, placement or adoption of a child, or a planned
medical treatment for a serious health condition), except for Military Emergency Leave,
in which case the employee must provide as much notice as is reasonable and practicable
under the circumstances. All notices must include an expected return-to-work date. If an
employee does not provide the required notice, he/she must explain why less notice was
given. Failure to provide adequate notice of the need for foreseeable leave may delay
commencement of that leave until thirty (30) days after proper notice has been given.
2.
Notice, as soon as practicable, when the need to take FMLA leave is not foreseeable (a
verbal notice within one or two business days of learning of the need to take FMLA
leave).
3.
Completed and signed Request for Family and Medical Leave form.
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4.
Certification from a health care provider containing sufficient information to support the
need for the leave, including the date of the serious health condition, the possible duration
of the condition, relevant medical facts about the condition, and a statement that the
individual is unable to perform the functions of his/her job due either to the medical
condition or the need to take care of a child, spouse, domestic partner or a parent with a
serious health condition or to care for an injured/ill servicemember. Other appropriate
certification is required for other forms of FMLA leave. A medical certification form is
available in the Office of Human Resources, and must be completed prior to the
beginning of the leave or within fifteen (15) days of the start of the leave. Failure to
provide this completed certification form will result in a delay of leave or denial of
reinstatement with the time away from work considered an unexcused, unpaid absence.
Employees may be required to provide re-certification, annual certification, and/or periodic reports of
their status and intent to return to work, depending on the facts and circumstances of each situation.
In cases of Family Care Leave, Serious Health Condition Leave, or Military Family Care Leave that are
based on planned medical treatment, employees must try to schedule treatment so as not to unduly disrupt
the Colleges operations. Please contact the Office of Human Resources prior to scheduling planned
medical treatment.
In cases of Serious Health Condition Leave and Family Care Leave, the College may require a second or
third medical opinion, at its expense. Employees are expected to cooperate with the College in obtaining
additional medical opinions that the College may require.
When an employee is returning from Serious Health Condition leave, the College will also require
before the employee may return to worka health care providers certification that the employee is able
to resume work. This certification must specifically address the employees ability to perform the
essential functions of the job.
An employee who requests leave due to a qualifying exigency may be required to provide supporting
certification at such time and in such manner as permitted by applicable law.
Any misrepresentation made by an employee, or on the employees behalf, in connection with a request
for, or continuation of, FMLA leave will result in disciplinary action, up to and including termination of
employment.
I.
Use of Paid and Unpaid Leave
Paid leave may be available to an employee, in whole or in part, if the employee elects to use accrued and
unused vacation, personal time, and sick days (when applicable). If an employee has paid leave (e.g.,
vacation, personal, sick time) available, he/she may wish to use all qualifying paid leave first. In other
words, an employee may first use a portion or all of his/her available paid leave prior to the
commencement of unpaid status for the balance of the leave. The use of paid leave shall be included in
calculating, and will not extend, the FMLA leave period. The time during which an employee is on
FMLA leave will be included as continuous employment for purposes of computing length of service for
all benefits. FMLA leave will run concurrently with other applicable leave time and benefits. If an
employee is on an FMLA leave that is running concurrently with Workers Compensation or Disability,
the employee can request to have their accrued, paid leave supplement these benefits to the extent
permitted by law.
J.
Benefits
During the period of authorized FMLA leave, Cazenovia College will continue the employees current
arrangement under the Colleges group health insurance. While on such leave, the employee will remain
responsible for paying whatever portion of her insurance premium that she would be required to pay if
actively working. While on paid leave, the College will continue to make payroll deductions to collect
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the employees share of the unemployment insurance premium. While on unpaid leave, the employee
must continue to make this payment either in person or by mail.
If these premium payments are more than thirty (30) days late, the employees health insurance coverage
may be suspended. The College will provide fifteen (15) days notice before suspending the employees
health benefits coverage for failure to pay premiums. If the College pays the employees missed premium
payments, the employee will be required to reimburse the College for the cost of providing continued
coverage, in accordance with applicable law. If the employee does not return to work upon the expiration
of the approved leave, the employee will also be required to reimburse the College for the cost of its share
of the employees insurance premiums during the leave period, unless the failure to return to work is
based on a serious health condition, the serious injury or illness of a covered servicemember, or
circumstances beyond the employees control. The decision to stay home with a newborn child is not a
circumstance beyond the employees control.
An employee may choose to drop coverage while on FMLA leave, but must be reinstated on the same
terms upon the employees return to work.
The Colleges commitment to maintain the employees health insurance coverage will cease immediately
upon the employees unequivocal indication of intent not to return to work. In the event of termination of
employment, the employee may be eligible to elect continued health insurance coverage under COBRA.
Cazenovia Colleges contributions to retirement will cease and other benefits, such as vacation, sick,
personal, floating holiday, and holiday leave, will not accrue during any unpaid portion of FMLA leave.
Flexible Benefits Plan Spending Accounts deductions do not continue during periods of unpaid leave.
K.
Return From Leave
Upon the expiration of FMLA leave, the employee will be reinstated to the same or an equivalent position
unless he/she qualifies as a key employee, as defined by applicable law. Reinstatement is not
guaranteed if the employee would not have been employed at the time of reinstatement had there been no
leave or if the employee fails to return to work at the end of the approved leave without bring granted an
additional non-FMLA leave of absence. For example, if the employee would have been laid off had he/she
not gone on leave, or if his/her position was eliminated during the leave, then he/she will not be entitled to
reinstatement. In addition, the College may find that an employee who fails to return to work upon the
expiration of his/her authorized leave period has elected to resign by abandoning his/her employment.
As noted above, prior to returning to work from Serious Health Condition Leave, the employee must
furnish the Office of Human Resources with an acceptable release from an appropriate healthcare
provider certifying the employees fitness to return. This certification must specifically address the
employees ability to perform the essential functions of the job. Failure to provide medical certification
regarding the ability to return to work, where applicable, may result in the denial of the right to return to
work.
Employees found to have used any of the leave time granted to them under this policy in a manner
inconsistent with their stated need for the leave will be subject to disciplinary action, up to and including
discharge.
L.
Additional Information
Employees are expected to promptly notify the College of any change(s) to their return to work date.
Accepting other employment, continuing to work in another job, or filing for unemployment insurance
benefits while on leave may be treated as a voluntary resignation from employment, unless the employee
and the College have agreed, in writing, otherwise. Employee who separates from the College after at
least 12 months of employment and returns will be credited for their prior service.
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FMLA leave request forms are available in the Office of Human Resources.
The College has posted a notice summarizing the main provisions of the FMLA, including enforcement
of the statute, in accordance with federal law. A copy of this notice positing is attached to this Policy.
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Non-FMLA Leaves of Absence

General Provisions
The College may grant a leave of absence in certain circumstances. You should notify your supervisor
and/or Human Resources in writing as soon as you become aware that you may need a leave of
absence. The College will consider your request in accordance with applicable law and the
Colleges leave policies. You will be notified whether your leave request is granted or denied. If
you are granted leave, you must comply with the terms and conditions of the leave, including
keeping in touch with your supervisor or Human Resources during your leave, and giving prompt
notice if there is any change in your return date.
You must not accept other employment or apply for unemployment insurance while you are on a leave of
absence. Acceptance of other employment while on leave will be treated as a voluntary resignation
from employment at the College
The College may hold in abeyance or proceed with any counseling, performance review, or disciplinary
action, including discharge, that was contemplated prior to any employees request for or receipt of
a leave of absence or that has come to the Colleges attention during the leave. If any action is held
in abeyance during the leave of absence, the College reserves the right to proceed with the action
upon the employees return. Requesting or receiving a leave of absence in no way relieves
employees of their obligation while on the job to perform their job responsibilities capably and up
to the Colleges expectations and to observe all College policies, rules, and procedures.
Medical Leave of Absence
Employees who are ineligible for FMLA leave or who have exhausted their FMLA leave entitlement, and
who have used all of their accrued, unused vacation, sick and/or personal time, may apply for an
unpaid medical leave of absence. The College will evaluate each request on an individualized
basis, taking into consideration the facts and circumstances of each particular situation.
Employees will not accrue benefits while on a non-FMLA medical leave of absence and the Colleges
contributions to the retirement program will cease. However, the time during which an employee is
on a medical leave of absence will be included as continuous employment for purposes of
computing length of service when calculating benefits. Continuation of medical benefits will be
handled through COBRA during the leave and employees will be required to pay 102% of the cost
of the COBRA coverage.
Except in cases of emergency, requests for medical leave must be made in writing, at least two weeks
prior to the beginning of the requested leave period. The request must be accompanied by a written
report from the employees health care provider detailing why such leave is medically necessary.
In the event the College has reason to believe an employee who requests a medical leave of
absence or who is on an unpaid medical leave is able to work, the College reserves the right to
require the employee to submit to further examination by a doctor, selected by the College, at the
Colleges expense.
An employee returning to work will be assigned to his or her same position unless holding the position
open would impose an undue hardship. If the College cannot hold the employees position open
during the entire leave period without incurring undue hardship, the College will consider whether
it has a vacant, equivalent position for which the employee is qualified and to which the employee
can be returned to at the conclusion of his or her leave. Medical documentation will be required for
any employee returning to work from a medical leave of absence.
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Employees who are able to work, but fail to return on the agreed expiration date of a leave of absence, or
who have not requested or do not have an approved extension for additional leave, are selfterminated.
Nothing in this policy is intended to conflict with any state or federal law or regulation. If such a conflict
exists, the applicable law or regulation prevails. The College will consider the facts and
circumstances of each particular case when determining whether a medical leave is necessary
and/or appropriate.
Personal Leave of Absence
Cazenovia College will consider requests from eligible employees for an unpaid, personal leave of
absence, normally not to exceed three (3) months. Employees are eligible following three (3) years of
continuous employment. Personal leaves of absence will only be granted after the employee has
exhausted all of their accrued personal, sick and/or vacation time. Employees applying for a personal
leave of absence must make a prior written request stating the reason for the leave and the approximate
dates of the leave. Requests for personal leave should be limited to unusual circumstances requiring an
extended absence.
Employees will not accrue benefits while on a personal leave of absence and the Colleges contributions
to the retirement program will cease. However, the time during which an employee is on a formal unpaid
leave of absence will be included as continuous employment for purposes of computing length of service
when calculating benefits. Continuation of medical benefits will be handled through COBRA during the
leave and employees will be required to pay 102% of the cost of the COBRA coverage.
Employees are hereby notified that the College does not guarantee reinstatement following a personal
leave. However, the College will offer employees returning from a personal leave of absence the same
position, or a comparable position that the individual is qualified to perform, if either position is available.
Disaster Relief Volunteer Leave
Employees who are certified as a disaster relief volunteer for the American Red Cross may be eligible for
up to five (5) days of paid leave per fiscal year for the purpose of participating in the specialized disaster
relief services at the request of the American Red Cross. Any approved time off greater than five (5) days
would be unpaid, unless supplemented by the employees accrued and unused vacation, personal or
floating holidays.
A.
Eligibility
The employee requesting Disaster Relief Volunteer Leave must be (i) a regular full-time employee of the
College, with at least nine (9) months of service immediately prior to taking leave, and (ii) certified and
registered by the American Red Cross as a disaster relief volunteer at the time the leave begins.
The employees service must be requested by the American Red Cross.
The disaster must be designated at Level III or higher in the American Red Cross Regulations and
Procedures. College management will use its discretion to approve or disapprove requests to perform
disaster volunteer service based on the needs of the department.
At any given time, only one College employee will be granted disaster relief leave paid by the College
(not using the employees paid leave time). No more than a total of two leaves will be granted in each
fiscal year. Employees will be chosen from a lottery in the event more than one employee applies at the
same time.
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Every employee who meets the eligibility criteria and wishes to participate in volunteering must submit
their official certification to Human Resources in order to participate. Supervisors should be made aware
of the employees certification and desire to serve if a disaster occurs.
B.
Other Considerations
While performing such volunteer service, the College is not liable for any workers compensation claims
arising from an accident or injury while the employee is on a disaster service assignment.
Military Leave
This policy applies to regular full- and part-time employees. If you are a member of a United States
Armed Services Reserve or the National Guard, and are required to attend an annual two-week
encampment, Cazenovia College will pay you the difference between your normal or base rate of pay for
the period of time lost and the military pay earned while at the annual encampment for a maximum of
fifteen (15) calendar days. If you elect to receive military pay instead of Cazenovia College pay, a memo
should be sent to the Human Resources office indicating the dates of approved annual military leave.
This military leave will be granted in addition to any accrued vacation time.
Military leave excludes voluntary enlistment in active military service that occurs after beginning
employment with Cazenovia College.
Full-and part-time employees inducted into military service or called up to active service from the
reserves are eligible for an additional thirty (30) business days of pay for the difference between their
normal or base rate of pay for the period of time lost and the military pay earned while preparing and
engaged in active service.
Full-and part-time employees inducted into military service or called up to active service will be afforded
reemployment rights and retention of full seniority benefits in accordance with the Uniformed Services
Employment and Reemployment Rights Act and the New York State Military Law. For example,
employees applying within ninety (90) days of honorable discharge or release from active reserve duty
will be reinstated in their former position or a position within the same salary range. The employee must
remain qualified to perform his/her former job duties. Returning employees will be given credit for prior
years of service, with no loss of status or rate of pay.
Temporary employees may not be eligible for reinstatement following military leave, and reinstatement
may not be required for other employees in some circumstances. Contact Human Resources for
information pertaining to your particular situation.
Employees must bring their military service orders to Human Resources for review prior to the
commencement of leave. As with other leaves of absence, failure to return to work or reapply within
applicable time limits may result in termination of employment.
Employees who work a minimum of twenty (20) hours per week and are a spouse of an active duty
military, National Guard or Reserve person are eligible for up to ten (10) days of unpaid leave while the
military spouse, deployed during a period of military conflict to a combat theater or zone, is home on
leave. Notice should be given as soon as possible. The College will not retaliate against an employee for
requesting or taking military spouse leave.
Bone Marrow Donation Leave
Employees will be granted leaves of absence if they seek to donate bone marrow. The total length of the
leave for each employee will be determined by the physician, but may not be longer than twenty-four (24)
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work hours. The College is only required to grant up to 24 hours of unpaid leave annually. An employee
who seeks leaves under this section must provide physician verification. Paid time off may be used to
supplement leave time. The College will not tolerate retaliation against an employee for requesting or
taking bone marrow donation leaves.
Employees will be provided with up to three (3) hours of leave time per calendar year to donate blood off
premises. Such leave is not cumulative and does not carry-over if not used. Any employee seeking leave
to donate blood must notify his/her supervisor at least three (3) working days prior to taking such leave.
In cases where an employee holds a position essential to the operation of the Colleges business or which
is necessary to comply with legal requirements, and three (3) days notice is insufficient to allow the
employees position to be filled during the donation, the College shall require notice that is not longer
than necessary to feasibly fill the position, but in no case longer than ten (10) working days.
A non-exempt employee will receive paid leave to donate blood if the donation occurs during a blood
drive at the facility where the employee works or at a blood drive otherwise sponsored by the College.
Leave to donate blood will be unpaid, however, if the non-exempt employees donation occurs at a blood
drive or facility that is not sponsored or otherwise connected with the College. Exempt employees who
take leave to donate blood under this policy will not experience a loss or reduction in pay for the time off.
Any employee taking leave to donate blood through a non-College sponsored blood drive or at a blood
drive away from the facility where the employee works may be required to provide proof of his/her blood
donation. The College will not tolerate retaliation against an employee for requesting or taking blood
donation leave.
Nursing Mothers
The College shall provide reasonable unpaid break time or permit the use of paid break time or meal time
each day to allow nursing mothers to express breast milk for their nursing child for up to three (3) years
following the birth of the child. Generally, these breaks shall be twenty to thirty minutes in duration, once
every three hours. An employee may require a different break schedule and, if so, she should notify her
Supervisor who will work with her to accommodate her needs. An employee may be required to
postpone scheduled unpaid break time for no more than 30 minutes if she cannot be spared from her
duties until appropriate coverage arrives. The College shall make reasonable efforts to provide a room or
other location, in close proximity to the work area, where an employee can express breast milk in private.
Upon election of the employee, the College shall allow the employee to work before or after her normal
shift to make up the amount of time used during the unpaid break time(s) for the expression of breast
milk, so long as such additional time requested falls within the Colleges normal work hours.
Any employee interested in breast milk expression breaks should notify her supervisor, preferably prior to
the employees return to work of the need for this accommodation. The supervisor will contact Human
Resources who will help identify an appropriate location where the employee may express breast milk in
privacy. The College will not tolerate discrimination or harassment against nursing employees for
electing to take break time to express breast milk in the workplace.
The College provides eligible, full-time Administrative/Professional Staff and Support Staff employees a
paid professional leave of absence as a means of encouraging professional growth and providing an
opportunity to pursue a professional or educational project.
Administrative/Professional Staff and Support Staff employees who have completed a minimum of six (6)
years of continuous full-time service are eligible to apply for this benefit. The length of the professional
leave may vary depending upon the nature of the request. Retirement contributions, flexible benefits
contributions and earned leave will continue to accrue during an approved paid professional leave.
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An eligible employee may apply for professional leave of absence by submitting a written project
proposal to his/her immediate supervisor for review. If approved, the proposal will then be forwarded to
the appropriate Senior Administrator for review. If approved by the Senior Administrator, it will be
forwarded to the President for action. The proposal should include details of the project, a statement about
the value or benefits to be derived by the College from the project, the length of leave requested, and
recommended plans for ensuring satisfactory coverage of the employee's position responsibilities during
his/her professional leave. In most cases, replacement personnel will not be hired to replace the employee
on leave because one of the objectives of this program is to foster professional development and depth
and flexibility among the Administrative/Professional Staff.
Requests for formal educational purposes will generally receive preference over requests for other
purposes.
Faculty members should refer to the Faculty Handbook for policy guidelines on this.
Bereavement Leave
In the case of death in the immediate family, regular full- and part-time employees will be granted
bereavement leave of up to three (3) days with pay. Immediate family includes spouse or registered
domestic partner, child, step-child, parent or guardian, brother, sister, mother-in-law, father-in-law,
brother-in-law, sister-in-law, employee's grandparents, grandchildren, or any related person living in the
employee's home.
One (1) day off with pay to attend funeral services will be granted in the case of death of relatives other
than immediate family.
Additional time without pay may be arranged by the supervisor in unusual circumstances requiring travel
or other unique considerations. You may choose to use earned vacation, floating holiday, and/or personal
leave if additional time without pay is needed. If the use of bereavement leave coincides with a College
holiday, the employee may, with supervisory approval, use the holiday time at a later date.
Use of bereavement leave must be entered on the time sheet form by all employees regardless of status as
exempt or nonexempt, and employees may be asked to provide additional evidence of need. Abuse of
bereavement leave may lead to disciplinary action, up to and including termination.
Jury Duty
Cazenovia College will pay you while you serve jury duty for up to fifteen (15) work days as noted
below. If you are called for jury duty, you must notify your supervisor immediately. The College
recognizes that its employees have a civic responsibility and therefore encourages employees to willingly
accept if called.
In addition to statutory requirements for compensation related to jury duty, the College will compensate
an employee the difference between their normal rate of pay for the period of time loss and the jury duty
pay earned while serving for a maximum of 15 work days. It will, however, be necessary for you to
provide the Office of Human Resources with certification of payment received while serving the court as
a juror. The jury fee, excluding travel reimbursement, must be turned in to the Office of Human
Resources in order to offset any full pay you receive from the College while on Jury Duty. In addition,
you will be required to provide verification from the court clerk confirming your service as a juror.
Occasionally, while on jury duty, the jurors may be advised not to report to jury duty at all for a day or
part of a day. If that happens, you are then expected to report to work.
Voting Leave Policy
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Cazenovia College believes that it is the responsibility and duty of employees to exercise the privilege of
voting in elections. In accordance with this philosophy, Cazenovia College allows employees up to two
(2) hours of leave during polling hours in order to vote in federal, state or local elections, both primary
and general elections.
Most employees will have four (4) consecutive hours during polling hours available outside of their
normal work schedule. These employees will not be eligible to take any additional time off for voting
purposes.
Employees who do not have four (4) consecutive hours available during polling hours outside of their
normal work schedule must request time off for voting in writing or via e-mail no less than two (2)
workings days in advance. The request for leave must clearly state that the employee needs leave in order
to vote. No deductions will be made from wages or salaries, and employees will not be expected to make
up the missed work hours. Employees will not be disciplined for taking voting leave or for failing to vote.
LIFE INSURANCE
Full- and part-time benefit-eligible employees may be eligible for term life insurance coverage through
the Cazenovia College group plan. Coverage is generally available on the first day of employment.
Employees covered under this group plan are required to complete a Beneficiary Designation form, which
is maintained in a separate confidential file in the Office of Human Resources.
LONG-TERM DISABILITY INSURANCE

Cazenovia College provides regular full- and part-time benefit-eligible employees an option to participate
in group long-term disability insurance effective the 1st of the month following the date of hire. Under
this program, eligible employees who are disabled for more than 180 days because of injury or illness (in
accordance with the definition of disability specified in the Colleges group insurance policy, which is
available in Human Resources) are eligible to receive a taxable monthly income benefit equal to
approximately sixty (60) percent of their most recent annual salary not to exceed a monthly income
benefit of $6,000. This monthly income benefit will include Social Security, Workers' Compensation, and
any disability benefits payable under any retirement or insurance plan for which contributions or payroll
deductions are made by Cazenovia College.
The cost to provide long-term disability benefits is currently paid by the College and the employee.
Benefits continue for as long as your qualifying disability continues in accordance with the maximum
benefit periods specified in the Colleges group insurance policy. The policy provides for a 180-day
elimination period, but there is no waiting for the benefits thereafter if you have a qualifying disability.
Coverage under this plan normally terminates on the date your employment with the College terminates.
If, however, you are receiving long-term disability benefits at the time of your termination, these benefits
continue for as long as your qualifying disability continues, as previously noted. All benefits are subject
to the terms and conditions of the College's group policy, which is available in the Office of Human
Resources. To the extent that there is a conflict between the description of long-term disability insurance
in this Handbook and the terms of the Colleges group long-term disability insurance policy, the group
policy is controlling.
CANCER PROTECTION PROGRAM

Full- and part-time benefit-eligible employees are eligible to participate in the Personal Lifestyle
Protector Cancer Plan through AFLAC New York. This is a voluntary program offered to employees
between the ages of 18 and 70, guaranteed renewable for life. If eligible, premiums will be subject to pretax payroll deductions.
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MEAL SUBSISTENCE
Employees may eat meals in the dining room for a reasonable price, which is subsidized by the College.
Campus Service, Campus Safety and Equine employees may receive one meal and one snack per shift
worked.
PROFESSIONAL LIABILITY INSURANCE

The College maintains liability insurance including professional liability insurance for negligent acts
committed by employees during the course and scope of their employment that result in bodily injury or
property damage to a third party. Negligent acts include an actual or alleged error, omission, act,
misstatement, neglect, or breach of duty in the discharge of duties to or on behalf of the College. The
limits of liability vary by coverage and policy. The full policy is on file in the Business Office.
HOMEASSIST
In recognition that purchasing a home can be a difficult process Cazenovia College, through Key Bank,
has made HomeAssist available to regular full-time employees. This program is offered to moderate
income borrowers or people purchasing in targeted moderate income census track areas (where certain
income or property location restrictions apply). Details can be obtained through the office of Human
Resources.
TIAA-CREF-403(b) PLANS
Effective the first day of employment, all employees who are regularly scheduled to work at least 1,000
hours per calendar year are eligible to participate in the College's retirement plan. The retirement plan is a
defined contribution plan offered by Cazenovia College through the Teachers' Insurance and Annuity
Association-College Retirement Equities Fund (TIAA-CREF).
All employees scheduled to work 1,000 hours or more annually, after one year of continuous service
occurring will receive a contribution from the College into their TIAA-CREF retirement account in
accordance with Plan documents. Vacation and sick pay are included in employer contributions;
however, overtime and course overload pay, bonus pay and disability pay and other forms of
supplemental remuneration are excluded from employer contributions. Credit for years of service at
another TIAA CREF eligible institution will be granted toward the length of service requirement. More
details regarding the plan are in the Summary Plan Description (SPD) available in Human Resources.
The College will not provide personal financial or retirement advice to employees. However, from time to
time, Cazenovia College will offer general information and external resources to employees who wish to
learn more about retirement planning. These programs and informational material will be publicized to
the campus community. Each participant has access to an online personal account through TIAA CREF.
For the convenience of its participants, TIAA-CREF maintains a toll-free number to its Counseling
Center for questions from participants, their beneficiaries, or their representatives on annuity options,
benefits, premiums, accumulations, preretirement illustrations, and payments. Call (888) 842-2776. In
addition, TIAA-CREF provides an Automated Telephone Service at (888) 842-2252 where participants
can get information on TIAA interest rates, CREF accumulation unit values, allocation changes, CREF
transfers, and accumulation dollar value updates. You may also visit their web site at www.tiaa-cref.org.
SHORT-TERM DISABILITY INSURANCE

The College shares with the employee a part of the cost of premiums for disability insurance mandated
under the New York State Disability Benefits Law. Under this program, benefits are payable for nonwork-related injuries or illnesses. The benefits normally begin after seven calendar days of disability and
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generally are payable for up to a maximum of twenty-six weeks. Payments to which you may be entitled
under any other benefit plan are reduced by any short-term disability benefits received for nonoccupational illness or injury. Maternity benefits are provided under these short-term disability
provisions. All benefits are subject to the terms and conditions of the College's group policy, which is
available in the Office of Human Resources.
An employee unable to work as a result of a short-term disability may not be required to complete a
Request for Family and Medical Leave form, but such time away from work may be counted against the
maximum leave allowed under the Family and Medical Leave Act of 1993 (see Leaves of Absences).
SOCIAL SECURITY
The cost of Social Security is fixed by law and is paid equally by the employee and Cazenovia College. In
addition to providing retirement benefits for employees, Social Security provides benefits to persons who
become disabled before reaching age 65. The Medicare provisions of Social Security law are applicable to
those reaching age 65 and, in some instances, to the totally disabled person.
A full description of Social Security benefits and the eligibility requirements for various programs may be
obtained through the Social Security Administration Office or their website at www.ss.gov. It is suggested
that you periodically request an updated earnings statement from Social Security as a means of reviewing
your earnings record on file with Social Security. Request forms are available through the regional Social
Security Administration Office or via the Internet site.
TUITION BENEFIT FOR EMPLOYEES

Full-time and Regular Part-time (benefits eligible) employees of Cazenovia College are eligible, upon
successful completion of the initial Introductory Period, to receive free tuition for undergraduate course
work on a credit or noncredit basis at Cazenovia College, subject to the following conditions:
Eligible employees are allowed to enroll in one course per semester if the course is scheduled
during the employee's normal work schedule. When the course is offered during the employee's
normal work schedule, a written request to take a class during work hours must be submitted to
the employees supervisor and must be approved in writing by the supervisor. Time spent
attending such classes and performing any related course work does not constitute hours
worked for compensation purposes. The operational needs of the department will receive
primary consideration when evaluating such requests. If approved, the work will be made up by
adjusting the employee's work schedule, or it may be counted as vacation time, personal leave (if
applicable), or leave without pay (any such adjusting or counting will be subject to such
requirements as may be specified by the College).
Additional course work, beyond the one course per semester scheduled during work hours, may
be taken outside normal working hours.
Eligible employees may enroll to audit credit course(s), with prior written supervisory approval
that will include, if applicable, an approved adjusted work schedule.
Eligible employees must complete the Request for Tuition Remission form prior to enrollment in
any class. Forms are available in the Office of Human Resources.
Registration fees, costs of private instruction, laboratory fees, activity fees, and other special fees
are not included in the tuition benefit, and must be paid by the eligible employee.
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Eligible employees must apply for admission in the normal sequence and according to published
admissions standards and deadlines.
Except as provided in the following two sentences, the tuition benefit will generally cease upon
an eligible employees separation from employment with the College. If an eligible employee
transfers to less than Regular Part-time benefit-eligible employment at the College or voluntarily
leaves Cazenovia's employment before the course is completed for any reason other than
retirement or permanent disability, the tuition benefit will terminate upon the completion of the
semester. If an eligible employee voluntarily retires (according to the definition on page 45) or
becomes permanently disabled, the tuition benefit will continue (subject to any change that may
be made by the College to that benefit from time to time).
EXTENDED LEARNING
Full-time and Regular Part-time (benefits eligible) employees of the College are generally eligible,
following successful completion of the Introductory Period, for free tuition on a credit basis when
registering through the Office of Extended Learning (as long as such registration has been done in
accordance with the requirements specified by the College). This benefit is also available to the spouses
and eligible legal dependents of eligible full-time employees. All are subject to the same academic
policies and procedures as other Extended Learning students.
Noncredit courses are offered through the Office of Extended Learning at a 50% reduction (as long as
the applicable requirements specified by the College have been satisfied). Detailed information about
these courses and who is eligible is available in the Office of Extended Learning and the Office of Human
Resources.
Note: If an eligible full-time employee voluntarily retires (as defined on page 45) or becomes
permanently disabled, the Extended Learning benefit will continue for qualifying credit and noncredit
courses (subject to any changes that may be made by the College to that benefit from time to time).
TUITION REMISSION BENEFIT FOR DEPENDENTS
Cazenovia College provides a benefit for full-time (benefits eligible) employees of the College of up to
100 percent of the tuition costs for eligible dependents (spouses, eligible domestic partners and eligible
legal dependent children) enrolled in undergraduate programs at Cazenovia College. This benefit is
generally available following successful completion of the Introductory Period, subject to the following
conditions:
At the time the tuition benefit is granted, the recipient must be the spouse, eligible domestic
partner or eligible legal dependent of an employee who meets the definition of full-time (benefits
eligible) employee.
Eligible employees must complete the appropriate Request for Tuition Remission form prior to an
eligible legal dependent's enrollment. Forms are available in the Office of Human Resources.
Eligible legal dependents must apply for and be granted admission in the normal sequence and
according to published admissions standards and deadlines.
In the event of retirement (as defined on page 45), death, or permanent disability of an eligible
employee who held regular full-time employment at Cazenovia College, the undergraduate tuition
benefit for eligible legal dependents and for an eligible domestic partner and/or a spouse, will
continue (subject to any changes that may be made by the College to that benefit from time to
time) according to the service guidelines stated below:
92
If the retired, deceased or permanently disabled employees length of service was at

least three years and not more than seven years, the spouse/domestic
partner/dependents are eligible for two academic years.
If the retired, deceased or permanently disabled employees length of service was
more than seven years and not greater than ten years, the spouse/domestic
partner/dependents are eligible for three academic years.
more than ten years, the spouse/domestic partner/dependents are eligible for four
academic years plus one term (i.e., a total of 132 credits).
This benefit could, in certain circumstances, be taxable for eligible domestic partners.
If an eligible employee voluntarily separates from Cazenovia College employment while his/her
eligible dependent is enrolled, tuition may be terminate upon the completion of the semester.
The undergraduate tuition benefit allows an eligible dependent to attend Cazenovia College to a
maximum equivalent of four years plus one term (i.e., a total of 132 credits) or attainment of first
Bachelors degree awarded through the College. Terms need not be consecutive. Any use or
attempted use of a credit by an eligible dependent, regardless of the final disposition of that
credit, will be counted as a used credit and will be subtracted from the total amount of credits
allowed.
Cost of private instruction, laboratory fees, activity and other special fees, and room and board
are not included under this tuition benefit policy.
As a condition of continuing eligibility for tuition remission, the student must maintain
satisfactory standing per College policy as stated by the Office of Academic Affairs.
TUITION EXCHANGE PROGRAM

Full-time employees of the College who have completed at least three (3) years of consecutive service
and continue full-time employment at the College will be eligible to participate in The Tuition Exchange,
Inc. or the CIC Tuition Exchange Program. These programs provide an eligible, legal dependent child of
an eligible employee up to four (4) years of tuition for undergraduate studies at one of several
participating colleges and universities throughout the United States. An eligible employee and/or spouse
may also be eligible for tuition benefits with the CIC program. For detailed information, contact Human
Resources. Tuition exchange through either program is not a guaranteed benefit, as eligibility is
determined by the host institution.
As a member of Tuition Exchange (TE), Cazenovia College offers eligible dependent children of eligible
employees an opportunity to apply for scholarships to study at member colleges and universities.
Eligibility:
Please note the following eligibility criteria:
Full-time faculty, administrators, and support staff of the College who have completed at least three (3)
years of continuous, full-time employment at the College are eligible to apply for a TE scholarship on
behalf of their eligible dependent child.
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TE scholarships are available for a natural child, an adopted child, or a stepchild of you or your
spouse who is an eligible legal dependent. The child must be unmarried and under the age of 24,
and must qualify as your eligible legal dependent in the current calendar year. Documentation
must be provided in accordance with the requirements specified by Human Resources.
Scholarships will be awarded to eligible recipients for full-time study as a freshman, sophomore, junior,
senior or transfer student to an undergraduate degree program at a member college or university.
Scholarships are not awarded for graduate or professional study, non-degree study, or work toward a
second undergraduate degree.
Except as provided in the remainder of this paragraph, (1) an eligible employee must maintain
uninterrupted, full-time service for the College for the full duration of the TE scholarship, and
(2) the TE scholarship will generally cease upon the eligible employees separation from
employment with the College regardless of the length of employment. In the event of termination
of employment for any reason other than involuntary termination, qualifying retirement, death or
permanent disability, the TE scholarship will continue through the end of the semester in which
the event occurs. If termination of employment occurs prior to the start of the academic year, the
TE scholarship will be withdrawn. If employment terminates as a result of involuntary
termination, the TE scholarship may be terminated upon the date of the involuntary termination.
In the event of retirement, as defined on page 45, or death or permanent disability of an eligible
employee who held regular full-time employment at Cazenovia College for at least three (3) years
preceding death or permanent disability, the TE scholarship will continue for eligible legal
dependents (subject to any changes that may be made by the College or TE from time to time)
according to the service guidelines stated below:
-
If the retired, deceased or permanently disabled employees length of service was at

least three (3) years and not more than seven (7) years, the dependents are eligible
for two (2) academic years.
more than seven (7) and not greater than ten (10) years, the dependents are eligible
for three (3) academic years.
more than ten (10) years, the dependents are eligible for four (4) academic years.
NOTE: Eligibility for the TE Program means that your eligible legal dependent child may apply for a TE
scholarship; it does not mean that a TE scholarship will be awarded. In being designated for a possible TE
scholarship by Cazenovia College, you are not guaranteed acceptance into the TE program of the
institution in which the eligible child seeks to enroll. Member colleges are generally able to offer only
a limited number of TE scholarships each year. For more information, consult the full policy on file at the
Before accepting a TE scholarship, an eligible student should clearly understand any fees for which
she/he will be responsible. TE scholarships are generally not subject to taxation.
Note: Eligible students renewing TE scholarships must file a new application form with Human
Resources by January 30 prior to the academic year being certified.
Note: Legal dependent means (i) a natural born child, an adopted child, or a stepchild who is claimed
as a tax-qualified dependent on an eligible employees federal income tax return, and/or (ii) a child of an
eligible employee named to receive support for education in either a separation agreement or a courtissued divorce decree, and who qualifies as a dependent of the employee under the Internal Revenue Code
(the Office of Human Resources reserves the right to request such documentation as it reasonably needs
to verify a child satisfies the requirements for being a legal dependent).
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WORKERS' COMPENSATION
All Cazenovia College employees are covered by Workers' Compensation insurance in case of injury due
to an accident while on the job. This insurance is paid completely by Cazenovia College and managed by
a third-party administrator. Any injuries that occur at work, regardless of severity, must be reported to
Human Resources immediately and no more than twenty-four (24) hours after the injury. Should you lose
work time or incur medical expenses because of a work-related accident, you may apply for
compensation under this insurance program. If an employee is on Workers Compensation, the employee
can request to have their accrued, paid leave supplement these benefits to the extent permitted by law.
Each case is unique and subject to Workers Compensation guidelines.
An employee unable to work as a result of a work-related illness or injury may not be required to
complete a Request for Family and Medical Leave form, but his/her time away from work may be counted
against the maximum leave allowed under the Family and Medical Leave Act of 1993 (see Leaves of
Absence).
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GENERAL INFORMATION
BOOKSTORE
The Bookstore carries a selection of office supplies, snacks, clothing, and novelty items in addition to
books. As an employee of Cazenovia College, you receive a ten (10) percent discount on most purchases,
with the exception of textbooks. Hours of operation vary during the year and are posted at the store.
BULLETIN BOARDS
Information of general interest will be posted on official bulletin boards located outside the Office of
Human Resources and in the Campus Services area. These bulletin boards are intended only for posting
official government and College notices, and are maintained by the Office of Human Resources. These
boards should be checked regularly. Posting of flyers for events should be limited to designated areas.
CAMPUS DIRECTORY
An internal campus directory of employees is available electronically in order to facilitate
communications within the College community. The directory is considered confidential to Cazenovia
College employees and should not be released to any external person or group. The directory may not be
used for non-College related business or marketing by employees who have outside business interests.
CHECK CASHING
For the convenience of the College community, the Business Office, located at 95 Albany Street, will cash
personal checks in amounts up to $50.
CHILDREN IN THE WORKPLACE POLICY

In an effort to maintain a professional and productive work environment, we remind all employees of the
possible disruption of unsupervised children on campus. While we realize emergencies do occur and
bringing children to work at times is a necessity, excessive and/or unsupervised visitation is prohibited.
CONSERVATION
Please do your part to conserve energy, supplies, and equipment, and to recycle materials whenever
possible. Turn off lights when they are not needed, and use only those supplies necessary to do the job.
Also be sure to report promptly to your supervisor or the Campus Services Department any leaky faucets,
machinery that needs repair, or any other matter that requires maintenance, utilizing the Footprint system.
CULTURAL, SOCIAL, AND ATHLETIC EVENTS

As an employee of Cazenovia College, you may take advantage of many of the same extracurricular
opportunities available to students. Each year the College offers a variety of special events that you can
attend free of charge or at reduced rates. Previous events have included music concerts, guest speakers,
art exhibits, films, and plays performed by students. Schedules of athletic events are available through the
Athletics Department.
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EMPLOYEE RECOGNITION
Service Awards
Cazenovia College recognizes and rewards its employees for regular full- and part-time service by
acknowledging the importance and value of their achievements, contributions, and loyalty through varied
means of recognition and at specific service increments. Employees who complete five (5) years of
service and at five-year increments thereafter are generally recognized in their employment anniversary
year at the employee luncheon event each fall.
FACILITIES USE
Cazenovia College's Athletic Center Complex offers basketball, tennis, squash, racquetball, and volleyball
courts for use by employees, retirees and their immediate family members. Employees and retirees must
obtain passes from the Athletics Department in order to use the facilities, and children under 16 years of
age must be accompanied by an adult employed at Cazenovia College. Guidelines for availability and use
of the facilities are available through the Athletics Department.
The Fitness and Wellness Center is located at the Stephen M. Schneeweiss Athletic Complex. The Center
features state-of-the-art equipment. Guest policies and check-in procedures are posted at entrances to the
Stephen M. Schneeweiss Athletic Complex.
Some campus facilities, such as the Morgan Room and Dining Hall are available for private rental.
Information on this service can be obtained through the Dining, Catering and Conference Center.
FOOD SERVICE
A wide range of catering and special events services are also available through Dining, Catering and
Conference Services. Detailed information is available through the Office of Dining Services.
HEALTH SERVICES
Health Services provides urgent care to Cazenovia College employees in case of an accident or sudden
illness during working hours. Health Services and/or the Counseling Center may also provide initial
psychological counseling services for employees on an urgent basis. However, because the Health and
Counseling Centers are primarily student facilities and because the College provides its employees with a
comprehensive health benefits plan, the Centers will provide services for employees on an urgent need
basis only. The Centers will then make appropriate referrals for employees to obtain ongoing medical or
psychological care from their own service providers. Health Services also coordinates flu shot clinics and
other employee wellness programs such as Hepatitis B vaccination per the Exposure Control Plan and
health promotion materials.
LIBRARY
Subject to Witherill Library regulations, employees may use the books and many other resources at the
College without charge. You need only present your employee identification card to take advantage of this
privilege. Check the Cazenovia College web site or the Library Information Desk for information about
current services and programs.
LOST AND FOUND

Articles found on the Cazenovia College campus should be turned in to Campus Services or to Campus
Safety.
97
MAIL ROOM
The Mail Room is located in Eddy Hall and provides business services that include insured, certified,
registered, and express mail. The Mail Room does not deliver personal packages or accept COD
deliveries for employees. If you choose to have personal packages delivered to you at the College, you
may receive them at the Mail Room window. Hours are posted.
All personal mail sent through the College Mail Room should have appropriate postage affixed. A United
States Post Office is located on Lincklaen Street.
MEMORIAL GIFTS/DONATIONS
In the interest of creating and building a spirit of caring and concern, Cazenovia College contributes
flowers when there has been a death in an employee's family. For purposes of this procedure, family
includes the following relationships: spouse, registered domestic partner, child, parent, brother, sister,
grandparent, grandchild, father-in-law, mother-in-law, brother-in-law, and sister-in-law. If you or one of
your colleagues experiences the loss of a family member, please notify the Office of Human Resources or
ask your supervisor to make the contact so arrangements can be made on a timely basis.
NOTARY PUBLIC
Notary Public services are available to Cazenovia College employees through the Business Office. It is
recommended that employees call to make an appointment for service. There is no charge for this service.
PARKING
All employees must register their vehicles with the College in order to park on campus. A free,
nontransferable parking permit will be issued to you at the time your vehicle(s) is registered with the
Campus Services Department. Parking permits are to be displayed on the driver's side rear window of
your vehicle(s). Permits are issued annually. The College assumes no responsibility for loss of or damage
to vehicles and contents while on College property. Automobiles without permits or parked in improper
areas will be ticketed, and may be towed.
Special parking privileges are available through Campus Safety for persons who have a disability that
requires an exception from parking regulations.
Parking is not permitted in roadways, no parking zones, handicapped zones, fire lanes, and loading docks.
Parking on lawns or sidewalks, or parking in a manner that may obstruct deliveries or access to the
campus or its buildings by emergency vehicles is prohibited. Disabled vehicles on campus should be
reported to the Campus Safety Department to ensure that it is not ticketed or towed.
PETS ON CAMPUS
With the exception of approved service or guide dogs for people with disabilities, animals or pets are not
permitted in campus buildings and facilities. Animals on campus grounds must be on a leash and are not
allowed to be tied to railings near entrance or exit ways for long periods of time. This policy is necessary
to protect the health and safety of members of the Cazenovia College community.
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PRINTING AND COPYING SERVICES

The College's Copy Shop is located in the Village Commons complex. The Shop offers duplicating and
printing services to employees and students. Pricing structures are updated periodically; contact the Shop
directly for current price lists and processing procedures.
PUBLICATIONS
Cazenovia College produces two publications that are available to employees: the College Magazine and
employee newsletter, Caz Chronicle. In addition, new employees might find the Visitor's Guide (Map),
the Admissions Viewbook, and the Colleges Virtual Tour (map.cazenovia.edu) helpful to orient them to
the College. Helpful information available on the College website in the About section include The
History of Cazenovia College and the College Impact, which covers the regional economy and local
community.
Cazenovia College's events may be found on the Colleges website (www.cazenovia.edu) and on myCaz
(mycaz.cazenovia.edu). Events may be posted to the College website by academic program directors, web
contacts for your department/office, or by contacting the Office of Communications. Events may be
posted to the myCaz calendars by the web contacts for each calendar, or by contracting ICT.

Cazenovia College adheres to many graphic design standards that are used as a guide to the proper
implementation of the College graphic elements in all communications materials. The purpose of the
visual graphic identity is to express a branding message for the College that is well-designed and
consistently identifiable in all applications.
The College Graphic Standards, which provide information relating to the proper use of the College seal,
College logos, Wildcats logos, fonts and colors. View the Graphic Standards manual located on myCaz
under Resources in the Communications & Marketing section.
If you have any questions or need assistance on matters relating to the proper use of the College fonts,
colors, logos and seal, please contact the College Art Director at 315.655.7118 or the Office of
Communications at 315.655.7378.
QUESTIONS?
Cazenovia College encourages you to make your supervisor your first resource for any questions or
concerns you may have related to your job duties, work assignments, job performance, policies and
practices. Our goal is to ensure that clearly stated policies and procedures will make resolution of issues
increasingly possible at this level. If, however, you wish to discuss an issue with someone outside your
department, you are welcome to visit or call Human Resources. Your concern will be handled on a
completely confidential basis, with no risk of reprisal. Remember, whether you talk with your supervisor
or with someone in Human Resources, Cazenovia College wants to know what your concerns are.
99
GUIDE TO COMPENSATION TERMINOLOGY

Call Back Pay - A type of compensation paid to those employees who are, from time to time, called back
to work after having completed their normal work schedule in order to perform additional work of an
urgent nature. This form of premium pay is separate from payment for hours worked during inclement
weather or other emergency.
Classification - A group of jobs that are similar in responsibilities and duties performed, that require
essentially the same education and experience, and that can equitably be placed in the same salary band
and salary range.
Compensation - see Total Compensation
Competitiveness - Maintaining the Colleges pay rates so they compare favorably with those paid by
competitors in the same or comparable market.
Equity - Freedom from bias or favoritism; dealing fairly and equally with all concerned. Equity is often
used as a fairness criterion in compensation.
Exempt Employees - A term referring to those employees that are exempt from the overtime provisions
of the Fair Labor Standards Act. Members of the Executive Office and Administrative/Professional Staff
employment categories are exempt employees.
Fair Labor Standards Act (FLSA) - A federal statute establishing minimum wage and overtime
regulations.
Hiring Range - The minimum to the midpoint of a salary range for a particular position. New employees
are paid a starting rate of pay within the hiring range, based upon their knowledge, skills, abilities, and
relevant experience, and in consideration of internal equity.
Introductory Period - Sometimes called an "orientation" or "trial" period, this is a ninety-day period of
evaluation following employment in the Support Staff and Administrative/Professional Staff employment
categories.
Midpoint - The salary midway between the minimum and maximum rates of a salary range.
Non-exempt Employees - Employees who are subject to the overtime provisions of the Fair Labor
Standards Act. Members of the Support Staff employment category are nonexempt employees.
Overtime - Under the Fair Labor Standards Act, nonexempt employees must be paid one-and-one-half
(1.5) times their normal hourly rate for all hours worked in excess of forty (40) in any workweek. At
Cazenovia College, sick leave, vacation, holiday, personal leave, call back pay, and other forms of paid
leave are excluded from actual hours worked for purposes of calculating overtime hours.
Pay Structure - A listing showing the different salary ranges for salary bands in the College used to
administer wage and salary placements.
Position Band - see Salary Grade
Position Description - Also called a "job description," this is a summary of the most important features
of a job including the general nature of the work performed, specific responsibilities, skills and abilities
required to successfully perform the duties of the position, and desired job-related employee
100
characteristics. A position description should describe and focus on the position itself and not on any
specific individual who might fill the position.
Position Evaluation - A formal process by which a determination is made regarding the relative value to
be placed on various positions within the College. The end result of position evaluation consists of
assigning positions to a hierarchy of salary grades or position bands. Position evaluation is most closely
associated with the criterion of internal equity.
Position Reallocation - Sometimes referred to as "reclassification," this term refers to the assignment of a
particular position to a different classification. The movement of the position may be to a lower salary
grade or to a higher salary grade.
Premium Pay - Extra pay beyond the regular wage rate for work performed outside or beyond regularly
scheduled work periods.
Promotion - The assignment of an employee to a job in a higher salary grade or position band, normally
following the process of competitive recruitment.
Retirement - Employees who choose to leave Cazenovia College at age 59 or older with at least 10
years of continuous service with the College, or a combination of age and minimum 10 years of
continuous service with the College equal to or greater than a value of 70.
Salary - A term generally used to describe a rate of pay.
Salary Band - A classification into which positions with the same or similar point values are grouped for
compensation purposes. Positions in a salary band have the same salary range, with a minimum,
midpoint, and maximum.
Salary Range - The monetary limit of pay for a salary grade, from minimum to midpoint to maximum.
Salary Survey - A systematic process of collecting salary information about compensation policies and
practices of other comparable employers.
Sick Leave Accrued, paid time for use by an employee when not working due to illness or injury.
Total Compensation - All forms of money, benefits, perquisites, and services that employees receive as
part of the employment relationship. Total compensation is sometimes referred to as a combination of
"direct" and "indirect" compensation.
Transfer - The lateral (same salary grade) movement of an employee to a different position.
Wage - A term generally used to describe an hourly rate of pay.
Workweek - A continuous period of 168 hours (seven days of twenty-four hours each) used primarily as a
basis for calculating overtime pay as required by the Fair Labor Standards Act.
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INDEX
TOPIC
About Cazenovia College
Accidental Death and Dismemberment Insurance
Accidents and Injuries at Work
Americans with Disabilities Act (ADA)
Anti-Discrimination and Anti-Harassment Policy
Attendance
Background Checks
Benefit Summaries
Bookstore
Bulletin Boards
Campus Directory
Cancer Protection Program
Career Opportunities/Job Postings
Catastrophic Leave Bank
Categories of Employment
Check Cashing
Children in the Workplace Policy
Employee Misconduct
Communicating with Media Policy
Computer Purchase Plan
Computer Use (Appropriate Use of Technology)
Conditions of Employment
Confidentiality
Conflict of Interest
Conservation
Core Values
Cultural, Social and Athletic Events
Deduction from Pay Policy for Exempt Employees
Dental Insurance
Direct Deposit
Dispute Resolution Procedure (Grievance Procedure)
Diversity Statement
Domestic Partner Benefits
Dress Code
Drug Free Campus
Electronic Communication Policy
Emergency Call-In Time Policy
Employee Recognition
Employee Responsibilities
Employment at Will
Employment of Minors
Employment of Relatives
Employment References
Equal Employment Opportunity and Affirmative Action
Exposure Control Policy
Extended Learning
Facilities Use
Flexible Spending Accounts
SECTION
Introduction
Benefits
Employment Policies and Procedures
Institutional Policies
Introduction
Benefits
General Information
General Information
General Information
Benefits
Benefits
Introduction
General Information
General Information
Benefits
Introduction
General Information
Introduction
General Information
Compensation Practices
Benefits
Benefits
General Information
Introduction
Introduction
Benefits
General Information
Benefits
102
Page
6
69
51
32
13
54
10
69
96
96
96
89
52
69
8
96
96
48
41
70
37
10
37
43
17
96
7
96
66
71
66
51
32
71
53
33
38
55
97
11
10
53
53
53
32
34
92
97
71
INDEX
TOPIC
Flexible Work Scheduling
Food Service
Governance
Gratuities from Outside Sources
Health Insurance
Health Services
HomeAssist
Hours
Identification Cards
Inclement Weather or Other Emergencies
Income Tax Withholding
Intellectual Property
Introductory Period New Hire
Job Posting Policy (see Position Posting Policy)
Keys
Leave Paid and Unpaid
Bereavement Leave
Bone Marrow
Disaster Relief Policy
Family and Medical Leave
Jury Duty
Military Leave
Nursing Mothers
Voting Leave Policy

Leave Benefits
Floating Holidays
Holidays
Personal Leave
Religious Holidays
Sick Leave
Vacation
Leave Reporting
Library
Life Insurance
Long-Term Disability Insurance
Lost and Found
Mail Room
Meal Periods and Paid Breaks
Meal Subsistence
Meetings
Memorial Gifts/Donations
Mission Statement
No Smoking Policy
SECTION
General Information
Introduction
General Information/
Benefits
General Information
Benefits
Benefits
103
Page
55
97
7
99
45
72
97
90
53
56
55
66
48
59
59
56
72
87
87
86
85
76
76
88
86
86
87
87
88
Benefits
72
73
72
73
73
74
75
General Information
Benefits
Benefits
General Information
General Information
Benefits
General Information
Introduction
65
97
89
89
97
98
54
89
56
98
7
33
INDEX
TOPIC
No Solicitation Policy
Non-Sexist Language
Notary Public
Orientation of New Employees
Outside Employment
Overtime
Parking
Pay Day
Pay Deductions
Performance Review and Development
Personal Status Changes
Personnel Records
Pets on Campus
Political and Campaign Activities Policy
Position Description
Position Evaluation
Position Posting Policy
Position Reallocation (Reclassification)
Printing and Copying Services
Probationary Period
Professional Development and Memberships
Professional Liability Insurance
Progressive Discipline
Promotion
Publications
Questions?
Reduction in Workforce (Layoff)
Reemployment
Retirement
TIAA-CREF 403(b) Plans
Salary Adjustments
Security and Safety in the Workplace
Separation from Employment
Short-Term Disability Insurance
Social Media Policy
Social Security
Supervisory Responsibilities
Teaching Assignments
Telephone Use
Time Sheets
Training and Development
Transfer
Tuition Benefit for Employees
Tuition Exchange Program
Tuition Remission Benefit for Dependents
Types of Appointments
Unescorted Visitors
Vehicle Use
Vision Statement
SECTION
General Information
Introduction
General Information
General Information
General Information
Benefits
General Information
General Information
Benefits
Benefits
Benefits
Introduction
Benefits
Benefits
Benefits
Introduction
Introduction
104
Page
47
32
98
10
46
65
98
65
66
60
58
58
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47
58
58
59
60
99
62
60
90
61
60
99
99
63
63
63
90
67
34
62
90
40
91
11
57
57
67
61
59
91
93
92
9
34
57
7
INDEX
TOPIC
Weapon Possession
Whistle Blower Policy
Workers Compensation
Working Conditions
Workplace Violence Policy
Work Week
SECTION
Benefits
Introduction
Guide to Compensation Terminology
105
Page
36
44
95
11
35
68
100
ACKNOWLEDGMENT
I hereby acknowledge my receipt of the Cazenovia College Employee Handbook. I understand that
this Employee Handbook is intended to provide information regarding the Colleges employment
practices and policies, and that this Handbook and the practices and policies it contains are subject
to change at any time, with or without notice, at the Colleges sole discretion.
I further acknowledge and agree that neither this Handbook nor any of its contents constitutes or
creates any form of contract or contractual obligation on the part of the College as it pertains to my
employment status. I understand, unless my employment is covered by a written employment
agreement providing otherwise, my employment with the College is not for any specified period of
time and can be terminated at any time, for any reason, with or without cause or notice, by me or the
College. I acknowledge that nothing in this Employee Handbook and no oral statements or
representations regarding my employment can alter the foregoing.
I have read and understand the foregoing statements, and understand it is my responsibility to read
and comply with the policies contained in this Employee Handbook and any revisions made to it.
_______________________________
Signature
_______________________________
Type or Print Name
_______________________________
Date

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CAZENOVIA COLLEGE

Revised for September 2015

Cazenovia College Employee Handbook

Revised for September 2015

CAZENOVIA COLLEGE EMPLOYEE HANDBOOK

INSTITUTIONAL POLICIES/CODE OF CONDUCT

Cazenovia College Employee Handbook

Revised for September 2015

Gratuities from Outside Sources

EMPLOYMENT POLICIES AND PROCEDURES

Cazenovia College Employee Handbook

Revised for September 2015

Income Tax Withholding

Cazenovia College Employee Handbook

Revised for September 2015

GUIDE TO COMPENSATION TERMINOLOGY

Cazenovia College Employee Handbook

Revised for September 2015

ABOUT CAZENOVIA COLLEGE

Cazenovia College Employee Handbook

Revised for September 2015

Cazenovia College Employee Handbook

Revised for September 2015

Cazenovia College Employee Handbook

Revised for September 2015

Cazenovia College Employee Handbook

Revised for September 2015

ORIENTATION OF NEW EMPLOYEES

Cazenovia College Employee Handbook

Revised for September 2015

Cazenovia College Employee Handbook

Revised for September 2015

Cazenovia College Employee Handbook

Revised for September 2015

INSTITUTIONAL POLICIES/ CODE OF CONDUCT

Cazenovia College Employee Handbook

Revised for September 2015

Offering employment or academic benefits in exchange for sexual favors.

Making or threatening reprisals after a negative response to sexual advances.

Unwelcome verbal sexual advances or propositions.

Cazenovia College Employee Handbook

Revised for September 2015

Cazenovia College Employee Handbook

Revised for September 2015

Cazenovia College Employee Handbook

Revised for September 2015

Cazenovia College Employee Handbook

Revised for September 2015

Cazenovia College Employee Handbook

Revised for September 2015

Cazenovia College Employee Handbook

Revised for September 2015

right to pressure another person for sexual activity.

Offering employment or academic benefits in exchange for sexual favors.

Making or threatening reprisals after a negative response to sexual advances.

Unwelcome physical touching of a persons legs, shoulders or back, leering, making

Unwelcome physical affection (such as hugs or kisses)

Repeated, unwelcome sexual advances, requests for dates, or romantic interaction.

Cazenovia College Employee Handbook

Revised for September 2015

Cazenovia College Employee Handbook

Revised for September 2015

Options for Assistance

Cazenovia College Employee Handbook